Abstract
This present study empirically investigated the applicability of Herzberg’s theory in the various workplaces of the 21st century, including correctional officers, employees in the retail sector and front-line employees of telecommunication industries. In fact, through Systematic Review, it was examined whether Herzberg’s motivational and hygiene factors, such as working conditions, relationship with peers, supervisor feedback, etc., play a major role in boosting the satisfaction and motivation of the employees, and whether the lack of such factors leads to increased turnover. It was found out that the strongest predictors for employees’ perceived job satisfaction included the nature of the work along with recognition and achievement. Finally, certain limitations and suggestions for future research were provided.
Highlights
As the psychological factors pertaining to employee well-being in the workforce continued to hamper many organizations worldwide during the 20th century, leading to employee turnover and burnout, many theorists pondered for many years what were the underlying factors of this decrease in motivation, productivity and engagement that many employees exhibited (Stello, 2011)
On a similar vein to Le (2014), it was found that the nature of the work itself and recognition were by far the most important determinants in employee job satisfaction, achievement was quite important and as far as the hygiene factors are concerned, company policies, payment, relationship with coworkers and working conditions were all significantly correlated with job satisfaction levels (Tan & Waheed, 2011)
As it can be identified from the empirical analysis of the abovementioned literature, it seems that Herzberg’s theory is very much applicable in today’s standards, and holds many answers when it comes to boosting employee job satisfaction and motivation
Summary
As the psychological factors pertaining to employee well-being in the workforce continued to hamper many organizations worldwide during the 20th century, leading to employee turnover and burnout, many theorists pondered for many years what were the underlying factors of this decrease in motivation, productivity and engagement that many employees exhibited (Stello, 2011). Employee turnover is considered to be quite detrimental to the competitiveness and profitability of organizations (Holston-Okae & Mushi, 2018) It can jeopardize organizational performance and lead to inadequate employee rewarding, toxic work environments, and it cripples the assets of the company Herzberg started his research that was conducted during the late 1950s, on the area of Pittsburg, as at the time it was a location that brimmed with employment and there were numerous plants and facilities (Stello, 2011) To test their Hypothesis, Herzberg, Mausner, and Snyderman asked accountants and engineers to provide descriptions of incidents where they felt very happy while being in the workplace, and other instances when their feelings were quite negative and they were not as engaged as other instances (Sachau, 2007). There will be an empirical examination of the various experimental studies conducted in order to further solidify such evidence
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