Herzberg's Motivation Research Articles

The Ghost Of Herzberg Motivational Theory: Motivators And Demotivators

Managers tend to sense, that many employees could do more. The question is: What can we do to influence them to contribute more than job description reguqires? Herzberg answer it, but his Two-Factor Theory has not received strong support in the literature. Accordingly, the basic objective of this scientific debate is to examine the relevance Herzberg motivation theory in terms of the economic crisis. Scientific research methods applied in confirming the working hypothesis about the ghost of Herbzerg motivation theory in recession time based on scientific methods of analysis and synthesis, methods of descriptive statistics and method of linear programming. The resulting findings suggest that any manager should not ignore its recommendations.

Information Security and Organizational Performance: Empirical Study of Korean Securities Industry

This study was conducted to analyze the effect of information security activities on organizational performance. With this in mind and with the aim of resolving transaction stability in the securities industry, using an organization's security activities as a tool for carrying out information security activities, the effect of security activities on organizational performance was analyzed. Under the assumption that the effectiveness of information security activities can be bolstered to enhance organizational performance, such effects were analyzed based on Herzberg's motivation theory, which is one of the motivation theories that may influence information protection activities. To measure the actual attributes of the theoretical model, an empirical survey of the securities industry was conducted. In this explorative study, the proposed model was verified using partial least squares as a structural equation model consisting of IT service, information security, information sharing, transaction stability, and organizational performance.

The Relationship between Nurses' Mental health and Working Motivation

Background and aim: Psychologists believe that paying attention to nurses' psychological health canincrease their motivation for conducting their duties while are at work . The aim of this study was todetermine the relationship between mental health of nurses and their motivation in doing their tasks inGanjavian Dezfool HospitalMethod and material his was a correlational study being done on Ganjavian Hospital's nurses in city ofDezfool (N=240). The data were collected via a questionnaire. Nurses' mental health was measured usingGHQ28 and their job motivation, by Herzberg motivation questionnaire. GHQ28 had four non-psychoticdimensions (1-Somatization, 2- Anxiety And Sleep Disorder, 3- Social Dysfunction, and Depression).with 7 questions within each dimension. Spearman correlation was used to test the research hypothesis of thisresearch.Findings: The findings revealed that the relationship between1. Mental health and Nurses Job motivation (p = 0/0001, r = - 0/279)2. Physical symptoms and Herzberg hygiene factor ( p < 0/01 , r = - 0/ 276 ) -3. Anxiety and sleep disorders , and Herzberg hygiene factor ( p < 0/01 , r = - 0/ 272 ) ,4. Social function disorder , and Herzberg hygiene factor ( p < 0/01 , r = - 0/ 377 ) ,5. Depression, and Herzberg hygiene factor ( p < 0/01 , r = - 0/ 227 ) ,6. Physical symptoms, and Herzberg motivational factor ( P < 0/01 , r < - 0/ 244 )7. Anxiety and sleep disorders, and Herzberg motivational factor ( p < 0/01 , r = - 0/ 233 )8. Social function disorder, and Herzberg motivational factor ( p < 0/01 , r = - 0/ 286 )9. Depression, and Herzberg motivational factor (p < 0/01, r = - 0/ 227) are significant.Conclusion: The scores of nurses' mental health and Job motivation are correlated in a positive way, thusinvesting on nurses' mental health potentially enhance nurses' job motivation at hospital.Keywords: Mental health, Nurse, Motivation, Hospital.

Increasing Performance of the Two-Role Work Strategy: A Study of the International College Hotel and Training Center in Thailand

This research paper aims to identify the factors that will increase the performance and professionalism of the associates by using the study of the Salaya Pavilion Hotel Training Center (SPH) in Thailand as a case sample. In the study, staffs with two roles, called associates, were assessed for their job performance and motivation. Employing qualitative methodology, the assessment of associate performance was conducted with the three key stakeholders: hotel guests, intern students, and the General Manager. Furthermore, the semi-structural in-depth interviews were conducted with the associates via content analysis to reveal how they perceive their current roles and identify their motivation factors to conduct and fulfill the role effectively, by using Herzberg motivation theory as a guideline. The finding indicates that all the motivation factors of Herzberg were fulfilled in SPH. However, other important elements were found to motivate associates. Pride, which is regarded as an intrinsic factor; and the challenges from working with Generation Y students, which is an extrinsic factor, have pushed associates to strive for better performance, even though certain shortfalls remain encountered. Strategies addressing the shortfalls of performance based on the findings are proposed in the recommendation. The contributions of this study can provide insights to other hotel training centers that share similar conditions to SPH.

Airport service quality drivers of passenger satisfaction

Purpose – Considering the complexity of the airport industry service palette, it is important to identify which air travel factors are distractors and which factors are enhancers of passenger satisfaction. Building on Herzberg's two-factor motivation theory, this study aims to explore most frequently mentioned attributes of airport service quality and distinguish key drivers for passenger satisfaction/dissatisfaction in the airport context. Design/methodology/approach – A content analysis of 1,095 traveler comments posted between 2010 and 2013 on an airport review web site was performed in order to identify satisfiers/dissatisfiers. The web spider randomly selected consumer comments related to 33 popular destinations. Findings – The study results indicated key satisfiers in the airport context such as cleanliness and pleasant environment to spend time in. On the other side, security-check, confusing signage and poor dining offer are recognized as major dissatisfiers in the airport setting. Practical implications – The study findings provide insight on predominant satisfiers, dissastisfiers and performance factors of airport service quality from passengers' perspectives. Airport management teams may use the study results to renovate airport facility and improve service quality. Originality/value – To the best of the authors' knowledge, this study is the first to utilize the visual data mining techniques in examining airport users' experience. Visualization produced summaries of qualitative comments in the form of tag clouds, word networks, and word tree images that help discover the most emerging themes of travelers' complaints and compliments.

Factors Related to Social Service Workers' Job Satisfaction: Revisiting Herzberg's Motivation to Work

Drawing on Herzberg's concept of motivation to work, we investigate characteristics related to job satisfaction among social service workers. Logistic regression analyses support Herzberg's insights with a motivation variable—variety and creativity—having the most predictive value and a maintenance variable—experiences with supervisors—also predicting job satisfaction. Implications for research and practice are discussed.

Development of a scale to assess faculty motivation for internationalising their curriculum

Faculty members are instrumental in internationalising the curriculum in a higher education institution. Their favourable or unfavourable orientation toward global education initiatives might significantly affect their engagement in internationalising the curriculum. The purpose of this study was to develop the Motivation for Internationalizing Curriculum Scale (MICS), which aims to assess college professors' motivation toward internationalising the curriculum. The MICS was informed by Herzberg's two-factor motivation theory, involving intrinsic (motivator) and extrinsic (hygiene) factors of motivation. The MICS includes 20 items, and was administered to a national random sample of 418 college professors in the United States. Cronbach's coefficient alpha values were .90 for intrinsic motivation, .92 for extrinsic motivation, and .94 for the final 20-item MICS total scale. All 20 items in the newly developed scale have excellent Cronbach's alpha values. The findings revealed that a combination of dominant intrinsic and extrinsic motivational factors may influence faculty's motivation to internationalise their curriculum.

Job Satisfaction of Faculty Members of Universities in Pakistan: A Case Study of University of Sindh-Jamshoro

The current research investigates the Job satisfaction of faculty members of Universities in Pakistan: A case study of University of Sindh-Jamshoro. Data were collected from 300 faculty members by using simple random techniques. A structural uestionnaire was developed for the reliability and validity of the Data. Data were analyzed by using SPSS 18 version software. Faculty satisfaction is the most significant aspect in university education. If features accountable for dissatisfaction can be distinguishe and attempt can be made either to change those circumstances or may reduce their impact on satisfaction, obviously it enhances teacher’s performance. Faculty satisfaction is important for the improvement, efficiency and effectiveness of the upper education system. To understand the concept it is necessary to study that what aspect influence upon faculty’s satisfaction. Rationale of this conceptual study is to observe teacher’s satisfaction at Universities in Pakistan. Which is revealed by Herzberg motivation and hygiene factors and the factors such as personal life? The study also explores the effects of these factors on faculty’s work satisfaction with respect to their demographic characteristics. It was revealed that female faculty members are more satisfied compare with male faculty members. The faculty members in Univeersity of Sindh are most satisfied with their jobs. It was further revealed that faculty members in University of Sindh Jamshoro are more concerned about the issues of derth in security in the campus and various political pressures of students.

Investigating demographic, work-related and job satisfaction variables as predictors of motivation in Greek nurses

To investigate whether demographic variables and work-related factors predict work motivation in Greek nurses. Nurses' motivation is crucial for an effective health-care system. Herzberg's and Maslow's motivation theories constitute the framework of this study. The sample consisted of 200 nurses from every sector and registration level in a University Hospital in Greece. The response rate was 76%. A previously developed and validated questionnaire addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) on a five-point Likert scale. Most participants were women, married, between 36 years and 45 years old and higher education graduates. The highest mean score was recorded for 'achievements' (mean 4.07, SD 0.72), which emerged as the most important motivator. Job satisfaction, work sector and age were statistically significantly related to motivational factors. Nurses placed emphasis on motivators not strictly relating to economic rewards, but which can be seen as intrinsic and could lead to self-actualization. The constantly changing health sector requires that human resources and job context be a priority for health administrators. By promoting nurses' satisfaction and efficacy, an improvement in service quality is expected.

Assessment of factors affecting employee appeal and retention of nurses in Bangladesh

This study determines the level of job satisfaction through an examination of the relationship between Herzberg's motivation and hygiene factors, and the nurses' overall job satisfaction. The study was conducted in medical college hospital, private hospital and clinic at three different districts in Bangladesh, used a non–experimental, quantitative design with a convenience sample. Through a direct survey 207 participants received a demographic questionnaire, work quality index (WQI) and two narrative questions, that were analysed using descriptive statistics. The WQI is a 33–item, six–point Likert scale that measures the satisfaction of nurses in relation to their work and work environment. The study inquired why nurses are or is not satisfied and asked what aspects of their job most leads to their satisfaction or dissatisfaction. Result of the analysis indicates that majority of nurses are not satisfied. The two factors which effect the job satisfaction are not maintained in any work station, and this is the reason why the job satisfaction is in a poor level in nursing field.

Job satisfaction in substance abuse treatment organisations: empirical evidence from KETHEA in Greece

The purpose of this paper is to provide inference on the level of job satisfaction of substance abuse treatment organisation's personnel, and the relevance of 'global job satisfaction' with motivation and hygiene factors as defined in Herzberg's motivation theory. A questionnaire tested for reliability and validity was employed containing 34 variables and one open ended question. The sample consisted of 250 employees of all categories from the Therapy Center for Dependent Individuals in Greece (KETHEA). Respondents amounted to 182 (response rate of 72.8%). The study results indicated a general satisfaction of the personnel, as regards main motivation factors such as the nature of their work and their achievements, and a certain dissatisfaction regarding promotions at work and personal advancement. Hygiene factors related to organisation policy and administration, supervision, working conditions and job security, interpersonal relations and salary, presented narrow variation which indicates that KETHEA's personnel consider that these factors exist in a relatively satisfactory degree. The research results are interesting and rather unique due to the absence of similar results in substance abuse treatment organisations.

A study of nurse faculty job satisfaction in community colleges in Florida

There are many factors that influence nurse faculty job satisfaction including professional achievement and growth, interpersonal relations, leadership, recognition, responsibility, salary, and working conditions. However, much of the research in this area is limited to the clinical nurse setting. There are few studies that focus on nurse faculty job satisfaction in the community college setting. One of the primary drivers for the current nursing shortage in the United States is a shortage of faculty. Better understanding of the factors influencing job satisfaction among faculty may be helpful in addressing the faculty shortage. The purpose of this study was to explore the constructs of job satisfaction and intent to stay. Community college nursing faculty was chosen given that all of the authors were nursing faculty in this type of setting. Examining the relationship between job satisfaction and intent to stay of nurse faculty in community colleges in Florida could provide information for deans and administrators of nursing programs to address the nurse faculty shortage. The sample was drawn from Associate in Science Programs faculty from the 23 community colleges in Florida that offer a nursing program. The qualitative part of this study focused on the perceptions or feelings of nurse faculty. The open-ended questions were based on the subscales of Herzberg's Motivation to Work Theory. The findings revealed that nurse faculty were most passionate about the salary and the work itself. The overwhelming majority response was that the faculty loved their jobs. This study found that overall job satisfaction can be used as a predictor for intent to stay. Findings further revealed that nurse faculty in community colleges in Florida are generally satisfied with their jobs and have intent to stay.

Job Stress: Its Relationship to Hospital Pharmacists’ Insomnia and Work Outcomes

Research must examine the nature of the work environment in order to achieve insight into the causes and effects of factors relevant to reducing job-related stress and improving the quality of work. This study aims to describe the job stressors of hospital pharmacists and to explore their effects on hospital pharmacists' insomnia and work-related outcomes. The study employed a cross-sectional, mailed survey. Structured questionnaires were distributed by postal mail to hospital pharmacists between February and April 2005. The individual hospital pharmacist is the unit of analysis. Descriptive analyses and structural equation modeling were performed on the survey responses from the 247 hospital pharmacists who responded. The top ten stress burdens occur in the areas of dispensing, pharmacy management, and hospital rules. The study findings confirmed the proposed hypotheses: that a hospital pharmacist's job stressors are related to his or her insomnia, intention to reduce working hours, intention to change job content, and intention to quit employment. The study also found associations between hospital pharmacists' social supports, gender, age, and monthly income and their insomnia and work outcomes. Hygienic job stressors based on Herzberg's two-factor motivation theory were examined in this study. These stressors were verified to be related to hospital pharmacists' insomnia and work outcomes. Hospital administrators could consider ways to improve the influences on hospital pharmacists' health.

Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's Motivation Theory

This article discusses correctional officer turnover in terms of traditional theories of motivation. It does so by calling on the content theories of Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory. These theories are applied to the work situation of correctional officers in one southern U.S. state's correctional agency.

The Impact of the 80-Hour Resident Workweek on Surgical Residents and Attending Surgeons

To assess the impact of the 80-hour resident workweek restrictions on surgical residents and attending surgeons. The ACGME mandated resident duty hour restrictions have required a major workforce restructuring. The impact of these changes needs to be critically evaluated for both the resident and attending surgeons, specifically with regards to the impact on motivation, job satisfaction, the quality of surgeon training, the quality of the surgeon's life, and the quality of patient care. Four prospective studies were performed at a single academic surgical program with data collected both before the necessary workforce restructuring and 1 year after, including: 1) time cards to assess changes in components of daily activity; 2) Web-based surveys using validated instruments to assess burnout and motivation to work; 3) structured, taped, one-on-one interviews with an external PhD investigator; and 4) statistical analyses of objective, quantitative data. After the work-hour changes, surgical residents have decreased "burnout" scores, with significantly less "emotional exhaustion" (Maslach Burnout Inventory: 29.1 "high" vs. 23.1 "medium," P = 0.02). Residents have better quality of life both in and out of the hospital. They felt they got more sleep, have a lighter workload, and have increased motivation to work (Herzberg Motivation Dimensions). We found no measurable, statistically significant difference in the quality of patient care (NSQIP data). Resident training and education objectively were not statistically diminished (ACGME case logs, ABSITE scores). Attending surgeons perceived that their quality of their life inside and outside of the hospital was "somewhat worse" because of the work-hour changes, as they had anticipated. Many concerns were identified with regards to the professional development of future surgeons, including a change toward a shift-worker mentality that is not patient-focused, less continuity of care with a loss of critical information with each handoff, and a decrease in the patient/doctor relationship. Although the mandated restriction of resident duty hours has had no measurable impact on the quality of patient care and has led to improvements for the current quality of life of residents, there are many concerns with regards to the training of professional, responsible surgeons for the future.

Does Herzberg's motivation theory have staying power?

PurposeThis paper seeks to examine the issue of whether Herzberg's two‐factor motivation theory still resonates nearly 50 years after it was first posited. The objective is to assess whether or not Herzberg's contentious seminal studies on motivation at work still hold true today.Design/methodology/approachThe arena in which the theory is investigated is work‐based suggestion schemes, and the question considered is “What motivates employees to contribute ideas?” The paper begins by revisiting the literatures that form the basis of motivation theory and, in particular, the furore surrounding the work of Fredrick Herzberg.FindingsThe results are derived from a survey providing over 3,200 responses. They suggest that money and recognition do not appear to be primary sources of motivation in stimulating employees to contribute ideas. In line with Herzberg's predictions, factors associated with intrinsic satisfaction play a more important part.Originality/valueThe paper demonstrates that, despite the criticism, Herzberg's two‐factor theory still has utility nearly 50 years after it was first developed.

Motivation and Job Satisfaction in One Government Research and Development Environment

Many factors affect motivation and job satisfaction in a research and development environment. This study was conducted at a U.S. government research laboratory to determine the factors that are important to motivation and to job satisfaction. Data from researchers and managers were collected and compared. The framework used for this study is Frederick Herzberg's motivation hygiene factor theory. The results demonstrate that with small differences, Herzberg's theory generally applies to this environment. Researchers and managers agreed on the importance of various factors in motivating performance. But they did not agree on the importance of various factors in job satisfaction. More researchers reported lower job satisfaction than managers.

The Significance of Rehabilitation Counselor Job Satisfaction

The purpose of this relationship study was to examine the levels of job satisfaction, self-esteem, and attitudes toward persons with disabilities of rehabilitation counselors. The primary focus was on Herzberg's motivation/hygiene factors. While respondents generally reported high ratings in all three areas, two of Herzberg's motivation factors appeared to be significantly low. Job satisfaction variables were found to have significant correlations with scores on the Rosenberg Self-Esteem Scale and the Issues in Disabilities Scale. Based on the findings, supervisors and managers are requested to remain sensitive to the job related needs of those who serve people with disabilities.

An Inquiry into the Continuing Relevance of Herzberg's Motivation Theory

ABSTRACTThis article investigates whether or not Herzberg's Motivation-Hygiene Theory is still applicable in the 1990s. Herzberg's original work was done in an America of industrial expansion and high employment. The current situation is one of downsizing, restructuring, and reengineering. This investigation was done by replicating Herzberg's 1959 study and comparing the results. The Herzberg methodology is described and analyzed, as is the subsequent literature on the Motivation-Hygiene Theory. Practical limitations resulted in a small sample survey being substituted for Herzberg's original interview technique. The results showed a decrease in recognition, advancement, and responsibility satisfiers and the disappearance of salary and working conditions as motivators or demotivators. Despite the small sample, the results provide enough useful data to validate Herzberg's theory in the 1990s.

Strategies to enhance student motivation: A conceptual analysis

ABSTRACT The traditional view of academics is that student learning should go beyond and even ignore assessment. The paper demonstrates that students are unlikely ever to have held this view and that academics have gradually come to accept this. There follows an analysis of Herzberg's motivation at work theory and how this may be applied to student learning. This leads to an understanding of the relationship between motivation for learning and motivation for assessment and points to ways that assessment may be expected to enhance learning. Strategies are developed for increasing the kind of learning motivation favoured by academics, but an argument is also made for the right of students to determine their own motivational priorities. Finally it is shown that the world of work may have something to learn from the world of learning. The conclusions are reinforced through the use of catastrophe theory to model change.