Regionális eltérések a munkahelyi motiváció megítélésében

The motivation of employees, and hygiene factors are very important aspects of organizations much more so in service types of organizations and those that deal with the care of animals. Herzberg’s Two-Factor Theory has also been adopted by many but there is not much in the way of a comprehensive synthesis of its utility across various types of work settings. This research applies the PRISMA process for conducting a review of global literature regarding hygiene and motivator factors in the realm of job satisfaction, attendance, and compliance with hygiene. Following PRISMA 2020, a systematic review was performed. The search in databases was conducted using the specific concepts of Herzberg’s theory, motivation and hygiene practices seeking for peer-reviewed research from 2010 to 2024. A total of 93 studies were initially identified, and after screening for relevance, 50 studies that met the inclusion criteria were selected. A synthesis of 50 reviewed studies showed moderate positive relationships, with average correlations of r = 0.42 for motivator factors and r = 0.36 for hygiene factors. These values reflect observed patterns across the literature, confirming that motivators more strongly influence satisfaction, while hygiene factors maintain stability. Thematic synthesis was employed to evaluate the impact of hygiene, motivator, and mixed factors on job satisfaction and performance of the studies reviewed. Evidence suggests that hygiene factors, like company policy and administration, supervision, and salary, are the key factors in preventing dissatisfaction, motivation factors, such as achievement, recognition, and responsibility, account for developing satisfaction and retaining employees. This PRISMA-guided review affirms the relevancy of Herzberg’s Two-Factor Theory in service but emphasizes the nature of the service context. The combination of hygiene factors and motivators gives us a much steadier model for workforce motivation and retention, within the context of modern workplaces. Longitudinal and comparative studies are needed in the future to further test t hese interactions on different cultural and sectorial environments.

Employee motivation is one of the most popular discuss in management and organizational psychology studies with several motivational theories developed over the past seven decades. However, the universal validity of these motivational theories including Herzberg's Two Factor motivation theory is controversial. The purpose of the current study is to analyse the factors affecting employees’ motivation based on Herzberg's hygiene factors theory and to ascertain the viability of the Herzberg's hygiene theory in today's scenario. Survey design together with convenience sampling was employed to select respondents working at the Nigerian Institutes for Oil Palm Research (NIFOR) in Benin City. The instrument used is a well-constructed questionnaire designed by the researcher to solicit responses from a sample size of 67 employees working at the main station of NIFOR. Using Cronbach's alpha coefficient, the reliability was calculated to be 0.60. Friedman's’ test results show that among all Herzberg’ hygiene factors affecting motivation, salary and wages is most perceived while job security is ranked lowest. Furthermore, the regression analysis results obtained from this study show that only the hygiene factor of Job Security revealed a statistically significant positive effect on employee motivation. Hence, the study recommends among others that management should consider policies that will promote the level ofjob security of staff in the course offormulating reward policies. This should be mixed with policies that will enable growth-inducing tasks in job content. By implication, a proper mix of this combination will spark positive responses from the employees and automatically stimulate work motivation in the workplace.

The Motivation System in a Governmental Organization

This study provides an analysis of teacher retention at a non-graded private educational institution in Quezon City, utilizing data from exit survey forms to departing teachers over the last three school years, starting from AY 2020-2021 to 2022-2023. The study focuses on the perceptions of departing employees regarding various factors that could influence teacher retention, grounded in Frederick Herzberg's Hygiene and Motivation factors. These identified factors hold the potential to assist the school in retaining proficient teachers by crafting a comprehensive rewards program, enhancing overall satisfaction levels, and deterring them from seeking employment elsewhere. The research methodology involves a descriptive study employing baseline data and the results of an exit survey instrument completed by seventy-two teachers who left during the past three academic years. The findings indicate that more than half of the turnover was due to voluntary resignations (56%), while (44)% were a result of management-initiated separations. Teachers' decisions to leave were generally driven by the accumulation of a number of factors. Among those who resigned, the primary reasons cited were the pursuit of better opportunities, improved work conditions, and higher compensation. Departing teachers generally expressed satisfaction with both motivation and hygiene factors, underscoring the need to make improvements in areas related to professional growth and development, as well as compensation and benefits. The findings suggest that a teacher's decision to stay is contingent on individual motivation, and the institution may consider designing a tailored retention strategy that integrates these insights into the five components of a total rewards program.

Manager engagement and retention are vital to the success and organizational performance of many service sector organisations. Maintaining manager retention is a major challenge that many hotel enterprises face today. It is critical that organizations give greater importance to manager engagement, motivation and retention and therefore establish an efficient benefits and services strategy for retaining these core managers for the persistence and achievement of the organization. Employee motivation and retention have gained even more significance as a result of the heightened dynamism in hotel business within the tourism sector. As the focal point of Turkish economy, recent developments in the tourism and hotel enterprises have caused organizations to accelerate their human resources activities and accordingly more attention has been given to the employee satisfaction practices in this industry. Herzberg, in his hygiene-motivation theory, classifies the factors that maintain job satisfaction under two groups as motivating and hygiene factors 1. Herzberg says that benefits and services are hygiene factors but they do not have motivating effect. Mottaz (1985:375), in his study conducted among 1385 service sector employees in the USA, indicated that motivating (intrinsic) factors have greater effect on employee motivation than hygiene (extrinsic) factors. DeVoe and Iyengar (2004:47), in their study conducted among 1760 service sector employees of a global company operating in Northern USA, Asia and Latin America demonstrated similar results. Brislin et.al., (2005:97), with their study conducted among 623 service and different sector employees in Japan also indicated that motivating (intrinsic) factors have greater effect on employee motivation than hygiene (extrinsic) factors. This study, in contrary, aims to identify and study the effect of benefits and services on manager engagement and retention in hotel organizations in Turkey. The study was conducted among three different levels of hotel management, namely, top level, middle level and operational level managers. The results of the study show that while there is a positive and significant relationship between Benefits and Services and Management Engagement, there is no relationship between Benefits and Services and Management Retention.

Correction to Wu, L., Chuang, A., & Chen, P. (2008). Motivation for using search engines: A two factor model. Journal of American Society for Information Science and Technology, 59(11), 1829-1840.

Objective: To determine the influence of hygiene and motivation factors as predictors of job satisfaction and the interest in remaining in a manufacturing company in Mexico. Theoretical Framework: The study is based on Herzberg's Two-Factor Theory, which posits that job satisfaction is influenced by two types of factors: hygienic and motivational. Hygienic factors, such as salary, working conditions, and job security, do not generate satisfaction on their own, but their absence causes dissatisfaction. Method: Ex-post-facto, observational, cross-sectional, and explanatory study was conducted using a Structural Equation Model (SEM) with the maximum likelihood method. The Inventory of Motivational and Hygiene Factors was applied to 346 employees Results and Discussion: The findings indicate that hygiene factors have a greater influence on job satisfaction than motivational factors, partially contradicting Herzberg's theory. Research Implications: Companies should prioritize improving hygienic factors, such as job stability and benefits, to increase employee satisfaction and their interest in staying with the organization. Additionally, they should complement these efforts with professional development programs that promote talent retention and enhance productivity. Originality/Value: The study's originality lies in analyzing the relationship between satisfaction and the interest in remaining based on these variables in a manufacturing environment

The study centered on the impact of Herzberg two factor theory namely the motivators and hygiene factors. It specifically studied the socio demographic profile of the respondents. This study aims to determine whether motivators and hygiene lead to job motivation. The study determined the significant difference of hygiene and motivators when the respondents where grouped according to their socio demographic profile. This study uses mixed methods to gather detailed information. Respondents 100 (?) were, employees of the Rural Transit Mindanao Inc.The finding reveals that motivational factors such as achievement, advancement, work itself, and growth have a significant effect on employee job motivation. On the other hand, hygiene factors such relationship with peers and company policies have a good motivational effect on employee job motivation. Furthermore, the results revealed that employees were demotivated on the recognition and monetary satisfaction of the company. In conclusion, the 13 factors have a good motivational effect towards the respondents. The motivational factor got the highest mean overall over hygiene factors and which becomes the baseline of increasing employee productivity and performance. Keywords: Job motivation, hygiene factor, motivational factor

The authors of this study sought to examine the job satisfaction and motivational level of high school teachers regarding the Hygiene and Motivator factors as identified by Herzberg and to find out the effect of fulfillment of Hygiene and Motivator factors on motivation of high school teachers. A questionnaire titled the quantitative data from Lester’s (1987) TJSQ assessment of teacher job satisfaction and Hoy et al. ’s (1991) OCDQ-RS assessment of school climate were used to collect data for the study. While the data for the study was analyzed using multiple statistical procedures: mean point value, standard deviation, and variance, t-test of significance and One-way-analysis of variance (ANOVA). A paper survey has been distributed to 198 respondents who are all actively involved in high school teaching in Isparta, Turkey. However, Frederick Herzberg's theory which states that what he terms hygiene (job context) factors contribute to dissatisfaction while motivator (job content) factors relate to satisfaction, the study indicates that both hygiene factors and motivation factors contribute to satisfaction and especially, hygiene factors were more satisfying factors in the high school teachers group.

Teaching nowadays requires high commitment from teachers; the workload is heavy, the role is broad and the teachers are directly responsible for educating and developing the students. Educating and developing technical and vocational students requires quality, competent and high commitment teachers. Without commitment and motivation, they feel dissatisfied, or lack of passion in their job and the worst situation, some of them may withdraw or turnover from the profession. Teachers will achieve job satisfaction when the motivation and hygiene factors complement each other. Vocational colleges want their teachers to have the best possible performance. However, how to motivate the teachers? There is not much point in motivating them if they do not care about hygiene factors. Motivating people to work when the things they complain about disappear. When the dissatisfaction is taken away, the institutions can focus on motivating teachers effectively. Hence, the purpose of this study is to highlight the factors that affect job satisfaction in vocational colleges in Malaysia and identify the factors that affect job satisfaction. This study used Two-Factor Theory from Herzberg to decide how significant hygiene and motivator factors are related to job satisfaction among the vocational teachers and how the two factors complement each other. Among the factors identified are company policy, supervision, work conditions, salary, recognition, the work itself, personal growth, and achievement. This study also has theoretical implications for directing future developments study and offers practical suggestions to the management in the improvement of job satisfaction among vocational teachers. Job satisfaction is essential for individuals and vocational colleges. Factors affecting job satisfaction need to be given more attention to improve the quality of education and thus achieve student success. Herzberg Two-Factor Theory provides two factors that affect teachers' motivation in the workplace. Hygiene factors will influence teachers' working less if they are not present, while motivational factors will motivate teachers to work better if they are present. Therefore, any hygiene factors must be resolved first, and then motivating factors must be boosted.

Purpose—Employee Organizational Commitment (OC) is a critical asset for any organization as it guarantees enduring job satisfaction, reduced turnover intention, and purposeful attainment of organizational objectives. Although affective commitment (OCA) is the most desirable domain compared to continuance (OCC) and normative commitment (OCN), linkages between the domains have not been empirically tested through the lens of Herzberg’s hygiene-motivation theory and the three-compartment model of organizational commitment. Aim(s) - The study explored the mediating influence of hygiene and motivation factors on the relationship between OCN, OCC, and OCA. Design/methodology/approach- An online questionnaire-based cross-sectional survey of 369 randomly selected pharmaceutical marketing executives from 30 indigenous and multinational pharmaceutical marketing companies in Nigeria. OCN and OCC were operationalized as independent variables, hygiene and motivation factors as mediators, while OCA was the main dependent variable. Covariance-based structural equation modeling and ANOVA techniques were used to develop and test hypotheses. Findings— The results revealed low and non-significant correlations between OCN and OCC. Participants perceived OCA as more desirable compared to OCC and OCN. The direct effect of OCN on OCA compared to OCC was positive and significant. From the study results, the direct effects of OCN on hygiene, motivator factors, and OCA were positive and significant (hypotheses fully supported) while the direct effects of OCC were negative and nonsignificant (partially supported). Hygiene and motivator factors mediated the effects of OCN on OCA, unlike OCC. The study’s findings showed that hygiene and motivators were partial mediators for OCN to OCA. Interestingly, the mediating effect of the motivator factor from OCN to OCA was negative. OCN behavior positively transposed to the desired behavior-OCA when hygiene factors are optimal for employees. Limitations of the study- The study primarily focussed on the pharmaceutical marketing sector; hence, it should be replicated in other healthcare sectors. Practical implications- Managers should routinely evaluate employee dissatisfiers (hygiene factors) and satisfiers (motivator factors) to identify key improvement areas for individual and organizational benefit. Originality/value- The study adds to the literature on OC by expounding the facilitating role of Herzberg factors to stimulate desired behavioral change underlying employee commitment in the workplace.

This study examines similarities and differences in employee motivation management between Korean and Japanese executives of Japanese-affiliated companies in Korea, based on questionnaire surveys. The respondents' views of employee motivation factors were analysed, by contrast with motivational factors and hygiene factors (maintenance factors) developed by Herzberg. The survey results reveal that both Korean and Japanese executives realize the importance of employee motivation management, and that Japanese executives have a stronger awareness of it than Korean executives. Both recognize it for the sake of high corporate performance, employee job satisfaction and customer satisfaction. Seeing motivation factors: the majority of Korean and Japanese executives regard ‘wage and bonus increases’ as a strong motivational factor; ‘employment stability’ is recognized as a motivational factor by Korean executives; and ‘clarifying company policy and job objectives’ is the most important motivational factor to Japanese executives. Their views of these three factors are not consistent with Herzberg's theory. We also found a recognition gap between Korean and Japanese executives: ‘esteem and praise for job performance’ is a hygiene factor to Korean executives but a motivational factor to Japanese executives.

A number of studies that have focused on perceived motivation factors towards employees’ job satisfaction have been conducted. However, very few relate these concepts from knowledge workers’ perspective. This paper set out to have an empirical look at the relationship between motivation factors and employees’ job satisfaction. The survey had been conducted by distributing questionnaires to employees describes as “knowledge workers” by the manager. 50 respondents participated in this study to yield a response rate of 84.75%. The results showed that only two out three motivator factors (recognition and achievement) have significant relationship between with intrinsic satisfaction and only two out of three hygiene factor (security and working condition) have significant relationship with extrinsic job satisfaction. Thus, this signifies the importance of both motivator and hygiene factors in enhancing job satisfaction among employees especially among knowledge worker.

Human efficiency is not always predictable based on economic calculations and other psychological factors such as needs, motivation, and satisfaction must be considered. Sports organizations are among those that, if the working conditions for coaches are favorable, will more fully serve the goals of sports and physical education. This descriptive-survey research, in terms of nature and method, and applied in terms of purpose, was conducted using the structural equation modeling technique. The goal was to model the performance enhancement of sports coaches based on motivational job factors, emphasizing Herzberg's Two-Factor Motivation-Hygiene Theory. The statistical population of this study consists of all sports coaches working in sports clubs of municipalities, general departments of sports and youth, and education departments across the country. The sample was selected using multi-stage cluster and simple random sampling methods. In this method, the provinces of the country are the initial sampling units, and sports clubs within the provinces are sampled in the second stage, followed by a random selection of a number of sports clubs. Given the unlimited size of the statistical population, Cochran's formula was used in the present study. Therefore, the sample size, according to the above relation, is 384 individuals. To measure the research variables, a 78-item questionnaire on "Factors Affecting Job Motivation Enhancement" by researcher based on a five-point Likert scale, from strongly disagree (1) to strongly agree (5), and a researcher-made questionnaire on coaches' performance (technical (knowledge) performance, leadership performance, emotional (intelligence) performance, communication (skills) performance, behavioral performance) were used. The collected data were analyzed using descriptive and inferential statistical methods with the help of SPSS software version 21 and LISREL version 8.8. Considering the results, the path coefficients between motivational factors (individual, contextual, managerial-leadership, organizational) and performance enhancement are positive, with t-values greater than 1.96. Therefore, with 95 percent confidence, it can be concluded that these path coefficients are significant at the 0.05 error level, indicating that individual, contextual, managerial-leadership, and organizational dimensions have a significant and positive effect on the enhancement of sports coaches' performance.

The purpose of this study was to identify how motivational and hygiene factors influence overall job satisfaction based on a case study of the executive staff of an organisation that adopted Work from Home during the Covid-19 pandemic. Many organisations were forced to establish Work from Home practices to ensure business continuation without much prior experience on how the practice could affect the overall job satisfaction of the employees. The study was conducted through a survey among the executive-level staff. Results revealed that hygiene and motivational factors showed positive correlations to overall job satisfaction at different strengths. The correlations were observed to be different among males and females and overall, the motivational factor Growth and the hygiene factor Working Conditions showed the strongest correlation to overall job satisfaction over the others, and the regression analysis revealed that only these two factors were significant in predicting the overall job satisfaction.