Herzberg's Two-factor Theory Research Articles

Dry promotions and positive psychology: striking a balance foremployee well-being.

We aim to address the evolving phenomenon of dry promotions and its impact on employee well-being in organizations. Dry promotion, its possible effects on employee well-being and some strategies to mitigate its adverse consequences are presented as a viewpoint paper. The arguments in this viewpoint are built on theoretical insights drawn from various organizational theories, such as Maslow's hierarchy of needs, Herzberg's two-factor theory and self-determination theory. However, the main line of thought revolves around positive psychology theory, which assesses the paper's existing literature, news articles and case studies to discuss the emerging phenomenon concisely. Dry promotion is often characterized by job title upgrades without corresponding pay increases. While dry promotion may satisfy higher-level needs for some individuals, they usually neglect lower-level needs, leading to stress and work-life imbalance, ultimately causing detrimental effects on employee well-being. Strategies at individual, group and organizational levels are crucial to navigate this phenomenon and its consequences. We argue that fair communication, supportive workplace culture and providing avenues for skill enhancement curtail the adverse effects of dry promotion on employee well-being. In addition, a culture fostering mindfulness can help employees navigate the challenges of increased responsibilities without proportional financial rewards. Our study can provide at least some guidance on how to navigate through the phenomenon of dry promotions. Our paper contributes to the scant literature on dry promotions by assessing the likely effects of dry promotions on employee well-being and suggesting practical strategies to deal with it.

The Impact of Employee Benefits on Job Satisfaction in the Sales Industry: An Analytical Study Using Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory

Abstract: This study aims to explore the relationship between employee benefits and job satisfaction in the sales industry and analyze how improving employee benefit programs can affect employee job satisfaction. Through literature review and in-depth interviews with employees of sales companies of different sizes, this paper analyzed various types of employee benefits and their potential impact on employee satisfaction. The study utilized psychological and social theoretical models, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, to construct an analytical framework. The research findings indicate that certain key elements in employee benefit programs, such as health insurance, training and development opportunities, and work-life balance policies, have a significant effect on improving sales personnel's job satisfaction. Furthermore, through a case study of Starbucks Corporation, this paper further verified that implementing comprehensive and competitive employee welfare strategies in a sales environment can significantly enhance employee loyalty and reduce turnover rates. The study provides specific management recommendations for enterprises in the sales industry, emphasizing the importance of establishing or improving employee benefit plans to enhance employee satisfaction and business performance.

Employee Empowerment Practices and Performance of Star-Rated Hotels in Kenya: Moderating Effect of Working Conditions

Employees are significant resources in any organization; thus, they can make or break an organization. Therefore, successful organizations are cognizant of ways to engage and empower employees. The main objective of this study was to explore the influence of employee empowerment practices and the performance of star-rated hotels in Kenya. The specific objectives were: Involvement and participation, Training and development, and Information sharing. The moderating variable was working conditions, while the dependent variable was the performance of star-rated hotels in Kenya. The theories used to support the study variables were: Structural empowerment theory and Herzberg's two-factor theory. The study used a descriptive research design; the target population was 180 star-rated hotels, and a sample of 116 star-rated hotels was selected from each hotel region using stratified random sampling. A structured questionnaire was used to collect primary data. Collected data was analyzed using a statistical package for social science version 23. Descriptive and Inferential statistics, correlation and linear regression were used to measure the relationship between dependent and independent variables. Multiple regression analysis was used to determine the moderating effect of working conditions on the independent variable employee empowerment and dependent variable performance of star-rated hotels. The study results show that employee empowerment had a significant and positive relation with the performance of star-rated hotels in Kenya. The correlation results indicated (r= 0.374) between working conditions and employee empowerment. The descriptive statistics results indicated, with a mean average of 3.72 and a standard deviation of 0.952, that employee empowerment practices had a significant and positive relationship with the performance of star-rated hotels in Kenya. Similarly, the inferential statistics indicated that with the introduction of working conditions as the moderating variable between employee empowerment and the performance of star-rated hotels in Kenya, employee empowerment still had a significant influence on the performance of star-rated hotels in as the β1 was 0.451 (p-value =.026) before the introduction of moderating variable. While β2 was 0.248 (p-value = 0.008) after the introduction of the moderating variable working conditions.

A Study on Compensation and Reward System and Its Impact on the Motivational Level of Employees

The purpose of this study is to investigate how reward and compensation schemes affect worker motivation while emphasizing the need to humanize the workplace. One of the most important factors influencing employee behavior and satisfaction is compensation, which includes both monetary and non-monetary benefits. To promote long-lasting motivation, firms must take into account comprehensive strategies for worker recognition, well-being, and personal development in addition to monetary incentives. The study explores a range of pay approaches, including more creative, customized reward schemes and more conventional salary-based systems. It also highlights the necessity of humanized remuneration policies that take into consideration workers' participation, company culture, and unique requirements. Utilizing motivational theories like Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs, the study looks at how various incentive structures affect both intrinsic and extrinsic motivation

Assessment of Job Satisfaction

The research focused on assessing job satisfaction among contractual faculty members in higher education institutions, utilizing Herzberg's Two-Factor Theory as a framework. Contractual faculty members often hired temporarily, face unique challenges and conditions that can significantly impact their job satisfaction and overall engagement. Herzberg's theory distinguishes between motivators, intrinsic factors related to the job itself, and hygiene factors, which are irrelevant conditions surrounding the job. This study explores both factors to assess their effects on the job satisfaction of contractual faculty members.Quantitative approach is applied to capture relevant results of contractual faculty members' job satisfaction. The survey measured various motivators, including intrinsic and extrinsic factors. Findings indicate that while improvements in hygiene factors like salary and job security are essential for reducing dissatisfaction, they alone are insufficient to foster high levels of job satisfaction. Motivators, such as opportunities for meaningful work and professional development, are crucial in enhancing overall job satisfaction. This research provides valuable insights for higher education administrators and policymakers aiming to improve contractual faculty members' working conditions and experiences. By addressing motivators and hygiene factors, institutions can establish a more motivating and supportive work environment, ultimately benefiting faculty and students.

Readiness of government employees on workplace digital transformation and its correlation to employees’ productivity using Herzberg two-factor theory

This research study evaluates the preparedness of government employees to implement digital transformation and its impact on employee productivity by incorporating Herzberg's Two-Factor Theory. The Philippine government has launched several automation and digitalization initiatives to enhance public administration and increase accessibility to government services. However, digital transformation has posed challenges to employee productivity and motivation, leading to inefficiency and a lack of incentive to perform tasks due to employees' unawareness of various aspects of digitalization. The study employs a quantitative correlation research design, utilizing statistical treatments such as Weighted Mean and Pearson R to analyze and interpret the data. According to the findings, while government employees are ready and willing to embrace digital change, there is potential to increase the effectiveness of digital technologies in reducing workplace stress and improving overall well-being. The study also found a significant relationship between the readiness of government employees for workplace digital transformation and their productivity, as explained by Herzberg's Two-Factor Theory.

Research on Management Strategies for Generation Z Employees from the Perspective of Two-Factor Theory

As Generation Z becomes a significant force in the workforce, corporate management faces new challenges. Generation Z employees exhibit strong individuality, autonomy, and a high reliance on digital technology, while also possessing a global perspective and a diverse cultural background. They place greater emphasis on autonomy, career development opportunities, psychological satisfaction, and social recognition in their work. Therefore, when motivating Generation Z employees, companies must not only meet their basic needs for compensation and working conditions (hygiene factors) but also stimulate their intrinsic motivation and work enthusiasm through providing career development opportunities, innovative tasks, and recognition mechanisms. This paper, based on Herzberg's Two-Factor Theory, explores strategies to effectively manage and motivate Generation Z employees by adjusting incentive mechanisms and optimizing team building to enhance corporate competitiveness and employee satisfaction.

Retaining Talent in Digital, Technology and Innovation Department: Key Factors Influencing Retention at a GLC in Malaysia

Employee retention is crucial for organizational success, especially in dynamic fields like Digital, Technology, and Innovation. This correlational study investigated factors influencing employee retention within the DTI department of a Malaysian GLC, guided by Herzberg's Two-Factor Theory. The study examined the relationship between employee retention (dependent variable) and compensation & benefits, work-life balance, career growth opportunities, and training & development (independent variables). Data was collected from a diverse sample of DTI employees using a comprehensive survey and analyzed using Statistical Package for Social Sciences (SPSS) version 29. The findings revealed no significant relationship between compensation & benefits, work-life balance, or career growth opportunities and employee retention. However, a significant positive relationship was found between training & development and employee retention. This study provides insights into the unique factors affecting retention in DTI departments and offers practical recommendations for creating a supportive work environment that enhances employee retention. Specifically, the study highlights the importance of robust training and development programs in fostering employee satisfaction, skills development, and ultimately, higher retention rates.

Work Challenges Among Hotel and Restaurant Management Staff

Understanding and addressing these challenges is essential for the employees and the industry. The study was conducted to determine the work challenges among hotel and restaurant management staff in Butuan City. The researchers employed a descriptive comparative approach for this study. Based on the findings, there is a moderate extent of work challenges among hotel and restaurant management staff in Butuan City. This means that the extent of challenges sometimes coincides with the respondents’ experience. In addition, there is no significant difference in the work challenges faced by the hotel and management staff in Butuan City. Moreover, the challenges faced by hotel and restaurant management staff in Butuan City. The data reveals that lack of recognition as the top challenge; poor communication and work schedules are also significant challenges. Furthermore, Herzberg's Two-Factor Theory supports the study's findings by highlighting the importance of addressing both hygiene factors and motivators. Since the findings show that the hotel and restaurants lack recognition, to address the challenge of lack of recognition, hotel and restaurant management should implement a structured employee recognition program. This program can include monthly or quarterly awards, shout-outs during meetings, or employee of the month acknowledgments.

Recreational Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya

Employee welfare practices in organizations, which involve offering various recreational programs in the workplace, are crucial for enhancing motivation and increasing performance among staff members. Therefore, the primary aim of this research was to determine the relationship between recreational activities and employee performance in Kenya while also considering the moderating influence of top management commitment on employee performance. The study utilized a cross-sectional survey approach that incorporated both qualitative and quantitative methods. The research population consisted of 14,323 NGO employees in Nairobi County, Kenya, with 403 participants, including top managers, middle-level managers, and lower-level managers. The selection of respondents was done through stratified, simple random, and purposive sampling techniques. Primary data were collected through questionnaires, while secondary data were obtained from peer-reviewed books, articles, and journals. The study was grounded in relevant theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Human Relations Theory. A pilot study was conducted to ensure the reliability and validity of the research tools. Data analysis was carried out using the Statistical Packages for Social Sciences, version 25, with inferential and descriptive statistics, including frequencies, means, correlations, and multiple linear regression. The findings of the study were presented through pie charts, graphs, and tables. The results indicated a positive and significant relationship between recreational practices like staff parties, team building, and sports events and employee performance. Moreover, it was found that top management's communication, policy development, and budget allocation significantly moderated the relationship between recreational practices and employee performance. Additionally, a linear relationship was observed between the independent and dependent variables. In conclusion, the study emphasized the importance of recreational practices in enhancing employee performance, especially when supported by top management commitment.

Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses' perspectives

AimTo explore factors associated with job satisfaction between novice and experienced nurses. BackgroundJob satisfaction is crucial for better quality of patient care and nurses’ job engagement in clinical setting. However, job dissatisfaction is commonly reported from clinical nurses leading to poorer patient outcomes and high turnover rate. Job satisfaction at different professional stages may have different expectations. Knowledge about factors influencing job satisfaction of junior and senior nurses is inadequate. DesignA phenomenological study was conducted using face-to-face individual interviews. MethodSemi-structured interviews were conducted and audio-recorded. The Herzberg’s Two-Factor Theory was used to understand the phenomena. Purposeful sampling was used to select eligible nurse participants who were working in hospital settings. ResultsEight participants, consisting of four junior and four senior nurses, with clinical experience ranging from 1 to more than 25 years, were selected in this study. Four main themes related to job satisfaction were identified: "supportive working environment," "autonomy in practice," "professional training for competence enhancement," and "heavy workload and insufficient manpower." These themes highlighted the common aspects that contribute to job satisfaction among nurses according to the Herzberg’s Two-Factor Theory. ConclusionThe findings of this study contribute to our understanding of the factors that influence job satisfaction among both novice and experienced nurses. While four themes highlighting common aspects of their needs have been identified, it is important to acknowledge that novice and experienced nurses may have their own unique perspectives within these aspects. According to Herzberg's Two-Factor Theory, job satisfaction factors can be complex and diverse. To enhance job satisfaction among nurses, hospital policymakers and senior management should be attentive to identify factors that have an impact on job satisfaction of nurses at different stages of their clinical experience. Developing a strategic plan to meet the needs of nurses based on their experience levels should take into consideration the disparities in work environment and responsibilities, ultimately job satisfaction can be improved, leading to better overall patient care.

Leadership motivation in ensuring energy security of enterprises through intellectualization of the process approach in management

Methods. The study was conducted on the basis of the use of methods of analysis and synthesis, which were used to identify the components of energy security of enterprises; factor analysis – when establishing internal and external factors of the formation of motivation of leaders in the implementation of the energy saving strategy of their enterprises; comparison – when highlighting the specifics of classical theories of motivation. Results. The article examines the role of leadership motivation in achieving energy security of enterprises. Classical concepts of motivation are considered, in particular: Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, Deci and Ryan's selfdetermination theory, and Adams' equity theory. Their comparison was made and specific features were established. The internal and external factors that stimulate leaders to make decisions aimed at achieving organizational goals based on the implementation of a process approach are singled out. Personal ambitions and aspirations of the leader, as well as social and organizational conditions that determine his behavior, are identified as the main factors. The importance of transformational leadership in ensuring the energy security of enterprises is emphasized. It is determined that it stimulates creativity and innovation, which are key factors for increasing energy efficiency and stability of energy systems. Novelty. It has been proven that leadership in the field of energy security of the enterprise includes the ability of the manager to effectively manage the company's energy resources, ensuring the stability and efficiency of their use. This involves the development and implementation of energy strategies, risk management, the implementation of innovations and constant training and development of personnel. It has been established that the motivation of leaders is an important component of the successful implementation of energy security strategies. Practical value. This study will be useful for enterprises seeking to improve the efficiency of their resource management in order to ensure energy security.

A Systematic Review of Coaching Skills Among Administrators in Universities

This systematic review examines the coaching skills of university administrators and their impact on faculty job satisfaction. The primary goal of the study is to identify crucial coaching skills, examine their impact on job satisfaction, and emphasize the most successful practices for improving coaching effectiveness. The main research problem aims to gain a thorough grasp of coaching dynamics in higher education situations. The study utilizes a methodical approach of reviewing existing literature, adhering to the PRISMA principles. It examines a total of 38 papers published between 2004 and 2024. Effective communication is the most researched skill, according to key findings; goal setting, emotional intelligence, feedback mechanisms, and conflict resolution follow accordingly. Theoretical implications are consistent with Herzberg's Two-Factor Theory and Transformational Leadership Theory, which prioritize interpersonal relationships, recognition, responsibility, and feedback as key factors in promoting job satisfaction. The practical implications highlight the worldwide significance of coaching skills and the necessity of ongoing professional development for administrators. The study's significance is centered on providing information that can guide decision-making and actions in institutions around the world, promoting a culture of working together, creativity, and organizational efficiency.

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Healthcare Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Employee welfare practices, such as health care practices, play a crucial role in employee performance. Therefore, this study aimed to determine the relationship between health care practices and employee performance in non-governmental organizations in Nairobi County, Kenya: moderating effect of top management commitment on the relationship. Both qualitative and quantitative methods were utilized in a cross-sectional survey involving 403 respondents, including top managers, middle-level managers, and lower-level managers selected through purposive, stratified, and simple random sampling procedures from a target population of 14,323 NGO employees in Nairobi County, Kenya. Questionnaires were used as primary data sources, while secondary data were gathered from reviewed journals, books, and articles. The study incorporated relevant theories such as Herzberg's two-factor theory, the Human Relations Theory, and Maslow's hierarchy of needs. A pilot study was conducted to ensure the validity and reliability of the tools used. Data analysis was performed using Version 25 of the Statistical Packages for Social Sciences software, employing frequencies, means, correlations, and multiple linear regression. Inferential and descriptive statistics were utilized as diagnostic tests, and the findings were presented using pie charts, graphs, and tables. The study revealed a positive and significant relationship between healthcare practices and employee performance when moderated by the top management commitment in NGOs in Nairobi County, Kenya, emphasizing the importance of top management support in enhancing employee health practices and performance within the organization. For collective mental programming, the non-governmental organizations (NGOs) in Kenya should develop staff health care policies. In order to decrease personal work stress and improve counselling facilities, frequency, and resources, it is necessary to increase employee access to healthcare practices. Access to counsellor outreach services and expert support can be acquired by forming relationships with colleges or institutions of counselling and psychology.

The Effect of Work Environment on Employees' Job Satisfaction: Empirical Evidence from the Banking Industry

Objective: Despite streams of literature that establish the interdependence between the work environment and employees’ job satisfaction (EJS), a debate on the topic has not been concluded. The current study employed Herzberg's two-factor theory to investigate the effect of the work environment on EJS in the context of the baking industry. Design/Methods/Approach: A cross-sectional questionnaire survey and simple random sampling were utilized to collect data from 417 employees across commercial banks. Subsequently, confirmatory factor analysis (CFA) and structural equation modeling (SEM) were employed for data analysis. Findings: The results indicate a positive relationship between the work environment and EJS. Specifically, the physical work environment, remuneration, social work environment, job security, and safety demonstrated positive and significant effects on EJS. Originality/Value: The novelty of this study lies in its specific focus on the banking industry, the comprehensive inclusion of various dimensions of the work environment, and the utilization of the two-factor theory. It surpasses the narrow focus of previous research, which concentrated on a single aspect of the work environment. With this approach, the study offers in-depth insights to banking industry stakeholders on how work environments directly impact EJS. Practical/Policy implication: To foster conducive work environments in the banking industry, managers should prioritize designing comfortable workplace environments by providing ergonomic furniture, competitive remuneration, a visually appealing atmosphere, robust safety measures and job security, and a supportive and harmonious social work environment, which, according to the study findings, are the drivers of EJS.

Understanding Human Resource Management: Exploring Psychological Dynamics and Strategic Approaches through Qualitative Description and Literature Review

This qualitative research study aims to explore the intersection of human resource management (HRM) practices with psychological dynamics and strategic approaches. The research methodology involves a systematic literature review to analyze existing literature on HRM, psychological theories, and strategic HRM practices. Through comprehensive literature search and selection, relevant sources were identified from academic databases, scholarly journals, and books. Data extraction and analysis were conducted using thematic analysis techniques to identify key themes, concepts, and findings related to psychological dynamics and strategic HRM. The findings reveal the critical role of psychological theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in understanding employee motivations and behaviors. Additionally, strategic HRM approaches, including Guest's model and High-Performance Work Systems (HPWS), were identified as effective frameworks for aligning HRM practices with organizational goals. The integration of technology, such as artificial intelligence and predictive analytics, emerged as a key trend in enhancing HRM efficiency and effectiveness. Overall, this research highlights the importance of addressing employees' psychological needs and leveraging strategic HRM practices to foster organizational success and employee well-being

Exploring the Role of Psychology in Strategic Human Resource Management: A Qualitative Perspective with Literature Review

This qualitative study explores the integration of psychological principles into Strategic Human Resource Management (SHRM) practices and its implications for organizational performance. The research aims to elucidate the role of psychology in shaping HR strategies, particularly focusing on employee motivation, satisfaction, and engagement. A comprehensive literature review was conducted to synthesize existing research on psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and social identity theory in the context of SHRM. The study also investigates the impact of leadership paradigms, including transformational and authentic leadership, on organizational culture and effectiveness. Findings suggest that integrating psychological insights into HR practices enhances employee well-being, resilience, and organizational performance. Transformational and authentic leadership principles contribute to creating a positive work environment characterized by collaboration, innovation, and employee empowerment. The research underscores the importance of interdisciplinary collaboration between psychology and HRM in optimizing human capital management efforts.

A REVIEW OF THE JOB SATISFACTION THEORY FOR VOCATIONAL COLLEGE EDUCATION PERSPECTIVE

Job satisfaction signifies a positive attitude toward tasks performed, fostering confidence and enthusiasm among individuals as they engage in their work. The concept of job satisfaction has been explored through various theories relevant to vocational teachers. This paper aims to formulate a comprehensive theory of job satisfaction, integrating variations in work values and perceived job characteristics as key explanatory factors. The study delves into the intricate relationship between job satisfaction and specific work-related elements. Through a literature review analysis, relevant theories are selected to map out the theory of job satisfaction and to understand the interplay between Maslow's Theory and Herzberg's Two-Factor Theory. The findings demonstrate that both Maslow's theory and Herzberg's Two-Factor Theory influence job satisfaction within the organizational work environment of vocational colleges. Furthermore, the extent to which individuals can attain perceived job rewards is contingent on their level of control over their employment circumstances. Additionally, this paper examines previous theories related to teacher job satisfaction, providing valuable insights to teachers regarding the influencing factors that shape their control over achieving job satisfaction within the context of Malaysian Technical and Vocational Education and Training (TVET) institutions.

Financial Support and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Employee performance is key to the success of organizations in the competitive world. Employee welfare practices, such as employee financial support, must be put in place to improve employee performance, whether in public or private organizations. The main objective of this study was to determine the relationship between employee financial support and employee performance, as well as the moderating effect of the top management commitment in non-governmental organizations in Nairobi County, Kenya. The study used a cross-sectional survey research design. The target population was all the 14,323 employees in NGOs in Nairobi County, Kenya. The sample population was 391 who were stratified as top managers, middle-level managers, and Lower level managers. The sample was selected through the use of purposive, stratified, and simple random sampling procedures. While interviews and questionnaires were used as primary data sources, secondary data was obtained from reviewed journals, books, and articles. The study made use of relevant theories on the subject, including Human Relations Theory, Herzberg's two-factor theory, and Abraham Maslow's theory of the hierarchy of needs. To determine the validity and reliability of the tools, a pilot study was conducted. Version 25 of the Statistical Packages for Social Sciences software was used for data analysis. Frequencies, means, correlations, and multiple linear regression were employed in the analysis, along with inferential and descriptive statistics as diagnostic tests for the tools. Pie charts, graphs, and tables were used to present the study's findings. The research found that there exists a positive and significant relationship between employee financial support and employee performance when moderated by the top management commitment in non-governmental organizations in Nairobi County, Kenya. The research determined that, due to its importance in boosting morale and overall employee performance, the NGOs’ top management should put employee financial support policies in place, factor the financial support in their budget and plans, and enhance communication with the employees. The study recommended further research in other counties using similar variables.