Two-factor Theory Of Motivation Research Articles

The Influence of Recognition and Appreciation of Employees on Effective Delivery of Judicial Services in the Judiciary of Tanzania

This study was undertaken with the objective to examine recognition and appreciation of employees in service delivery at the Judiciary of Tanzania. The study used Herzberg's two-factor motivation theory while on the other hand explanatory research design was employed to determine the causal relationship between non-monetary incentives and effective judiciary service delivery. Data were collected from a sample of eighty-eight (88) participants obtained through the Yamane (1967) formula from the target population of 750 staff. The data collection process entailed in-depth interviews and structured questionnaire. Data analysis was done using narrative analysis and descriptive analysis. Findings indicate that recognition and appreciation of employees in service delivery at the Judiciary of Tanzania is very low. The most common forms of recognition and appreciation are certificates of appreciation/recognition, verbal praise, employees’ recognition wall and team trophy. The study concludes the existence of biases and favouritism in recognition and training attendance, and the existing infrastructure is very unconducive for Judiciary employees to work at their full potentials while serving judicial clients. The study recommends robust systems of recognition, and employee selection for participating in trainings, as well as good work environment and office equipment to smoothen the work for the Judiciary employees in providing effective judicial services.

Motivation and retention of outsourced employees

ABSTRACT A food service supplier is experiencing that, in their distribution centres, within 30 days, an average of 48% of the outsourced employees resign, which impacts profitability, productivity and service quality. This study investigates which factors of the Herzberg two-factor motivation theory contribute to the retention of outsourced employees of a food service supplier and whether there is a difference between eastern or southern European employees. A total of 299 outsourced employees of the food service suppliers at four out of nine distribution centres filled out a 15-item survey, including questions on the various aspects of the Herzberg motivation theory, and their intention to stay with the company. Results show that extrinsic motivation factors play a more significant role in the retention of outsourced employees in comparison to the intrinsic factors. Extrinsic factors significantly correlated with retention are policies and administration, work conditions, supervision and interpersonal relations. Intrinsic factors significantly correlated with retention are advancement, the work itself and achievement. No significant relationship was found between the salary factor and employee retention. Although results showed that southern Europeans tend to stay longer with the company in comparison to eastern Europeans, no significant differences were observed regarding the impact of motivation and hygiene factors between the two sub-groups. To enhance retention, the food service supplier is advised to provide sufficient growth and development opportunities, assign important responsibilities and acknowledge accomplishments. Furthermore, the company must assess, track and oversee all relevant extrinsic and intrinsic motivation factors to connect the outsourced employees with the company for a longer term.

Workplace Ergonomics and Employee Performance in Registered Private Security Firms in Kenya

Employee performance in private security firms is Kenya is facing numerous challenges frequently emanation from workplace environment. Therefore, this study sought to assess the effect of workplace ergonomics on workplace ergonomics on employee performance in private security firms in Kenya. The study was anchored on the Two-Factor Theory of Motivation. The study utilized positivism research approach. The study used descriptive and correlation research designs. The study population was 13,484 drawn form the Kenya Security Industry Association (KSIA) and Protective Security Industry Association (PSIA). The sample size was 180 respondents established by use of Slovin sample size determination formulae. Questionnaires were used as instruments for obtaining the data required. Validity and reliability of the questionnaire were enhanced by carrying out a pilot study prior to data collection. The study adopted regression analysis to establish the effect of workplace ergonomics on employee performance in private security firms in Kenya. The study findings indicated that workplace ergonomics had a positive and significant relationship with employee performance in private security firms in Kenya. Therefore, the relationship between workplace ergonomics and employee performance is crucial as it can have far-reaching implications for both employees and organizations. The positive and significant relationship between workplace ergonomics and employee performance suggests that private security firms should consider investing in ergonomic improvements to create a healthier, more productive, and engaged workforce. It can have a cascading effect on various aspects of organizational success. Therefore, the implications of workplace ergonomics on employee performance in private security firms in Kenya are diverse and can positively impact both the physical and psychological well-being of employees. Private security firms need to recognize and invest in ergonomic principles to create a healthier, more productive, and more satisfying work environment. This, in turn, can contribute to the overall success and sustainability of private security firms in Kenya.

Application of Herzberg's Two-Factor Theory: Motivational Factors and Hygiene Factors in the Financial Industry

This study aimed to investigate the applicability of Herzberg's Two-Factor Theory of Motivation within the financial sector, focusing on banking institutions through a quantitative approach. Through meticulous statistical analysis using the weighted mean formula, data from 100 bank employees, spanning ages 20 to 54, with a gender distribution of 35 males and 65 females, was methodically processed. Each respondent was presented with thoughtfully crafted questionnaires, aimed at pinpointing instances where they experienced notable satisfaction or dissatisfaction in their work or office atmosphere. The findings uncovered pivotal motivational factors within the bank's environment, highlighting recognition, responsibility, and opportunities for growth as key drivers of motivation among employees. Interestingly, the study also shed light on hygiene factors, such as company policies, relationships with superiors, and salary, revealing a strikingly low level of dissatisfaction among employees. These results suggest that the working conditions and support systems within these banking institutions are largely meeting or exceeding employee expectations, contributing positively to their overall motivation and satisfaction. In conclusion, this research validates Herzberg's theory within the context of banking but also offers valuable insights for institutions aiming to enhance employee motivation and engagement.

Performance Appraisal and Employees Productivity in Ebonyi State Civil Service

Promotion of workers is a crucial factor influencing overall performance of workers and success of any organization. This study examined performance appraisal and employee productivity in Ebonyi State Civil Service. Two-factor theory of motivation was employed as theoretical framework of analysis. Descriptive survey design was adopted for the study. Simple random and stratified sampling was employed to draw target respondents for the study. The target population of 798 drawn from 10 selected Ministries of Ebonyi State civil service with sample size of 266 was used. Data were collected from primary sources through self-structured questionnaire, on a 5-point Likert scale. Findings revealed that promotion procedures and policies are not fairly and properly implemented; that there is incessant delay of promotion; and that workers in Ebonyi State civil service are dissatisfied with their job because of non-implementation of financial benefits accruing from promotion. The study concluded that promotion is one of the key factors that motivates and stimulate job satisfaction in workers and enhance performance. The study recommends that promotion procedures and policies should be standardized, promotion of workers from one grade level to another should be conducted annually and that financial benefits of promotion should be implemented immediately promotion results are released.

Library Volunteers at Gonzaga College High School Library: Motivation and Impact for Students

This study aims to determine the intrinsic and extrinsic motivation of students as Library Lovers of Gonzaga College High School (PPKG) and the impact felt by students. The method used in this research is qualitative with a case study approach. Determination of informants using purposive sampling technique with a total of 5 informants. Data sources were obtained through interviews, observation, and documentation. Data validity test using source triangulation. The theories used for analysis are Frederick Herzberg's two-factor motivation theory, Janusz Reykowski's prosocial motivation theory, and Clary, et al's volunteer functions inventory (VFI) model. The results of this study show that the motivation most felt by students as library volunteers at Gonzaga College High School Library is extrinsic motivation. This motivation comes from outside oneself and usually there is influence from others, especially from the head of the library as the supervisor of PPKG activities, the existence of healthy interpersonal relationships, reciprocity from the library to the PPKG party, then a safe and healthy workplace, so that this PPKG activity can reduce something negative in its members. Meanwhile, the intrinsic motivation that is felt more than other aspects is that overall PPKG activities have a positive impact on the learning process and learning achievement in class. However, not all felt the impact on their information literacy skills. .

Construction and Validation of the Teachers' Motivation Questionnaire (TMQ): A Detailed Exploration

The teachers' motivation is crucial to the institutional value and accomplishment of goals; it greatly influences the success of institutions, particularly in educational institutions. This study aimed to develop and validate a questionnaire to assess teachers' motivation and named it as Teachers' Motivation Questionnaire (TMQ). The questionnaire contained two motivation dimensions provided by Herzberg's Two-Factor Theory of Motivation (i.e., Intrinsic and Extrinsic Motivation). The preliminary draft of the questionnaire was created after a focus group discussion on the forty-four (44) item, five (5) point Likert Scale. After ensuring content and face validity by having the items reviewed by experts and removing any items with CVR scores of less than 0.42, the questionnaire's items were whittled down to just thirty (30). Two hundred twenty-six teachers working for the school education department participated in a pilot study of the revised questionnaire. The data were processed using PLS Smart version 4, which determined the questionnaire's validity, reliability, and model fit. After removing the unsuitable items, the questionnaire was reduced to eighteen (18) items. The AVE values for extrinsic motivation items were 0.575 > 0.5, while for intrinsic motivation items were 0.633> 0.5. The Fornell-Lacker criterion value (0.828) was greater than the correlations with other latent components, 0.778 and 0.828, respectively. The Heterotrait-Monotrait ratio (HTMT) was 0.895 0.9, which is considered good. Cronbach alpha values for extrinsic motivation were 0.917 > 0.7, while for intrinsic motivation were 0.916 > 0.7. Similarly, the composite reliability (CR) values for extrinsic motivation were 0.931 > 0.7 and 0.932 > 0.7, respectively. So, the Teachers' Motivation Questionnaire (TMQ) was internally consistent, valid, and reliable. The overall study's findings approved using TMQ to investigate teachers' motivation.

Analysis of the influence of motivation on career management using the two-factor theory of Herzberg

The motivation theories play an important role in forming the human resource management system. Especially in modern organizations, Herzberg's two-factor theory of motivation can be used to study and create a motivation system. This article analyzes the relationship between the descriptive characteristics of respondents and hygienic / motivating factors, as well as the influence of these factors on career management of university staff and lecturers. To assess the respondent's own opinion during data collection, it was used a method of questionnaire, compiled using a 5-point Likert scale. The survey results were coded and used in the SPSS Statistics program. Factor analysis, one-way ANOVA-test analysis and regression analysis were carried out. This article reveals the influence of hygienic and motivating factors on career management in relation to employees and lecturers. That is, in the case of an increase the hygiene factor coefficient by one unit, the level of career management will decrease by 18.5%. On the contrary, there is a positive correlation between the motivating factor and career development. That is, if the motivating factor increases by one unit, the career development factor will increase by 43.5%. As a result of the study within the framework of the two-factor theory, it was found that both factors are important for the career development of staff and lecturers. However, motivating factors must be given more importance in order to achieve a positive result in career management. When motivation system is increased through fair and effective motivation practice, the desire of personnel to develop also increases.

Research on Optimization Strategies for the Practical Teaching of Ideological and Political Theory Courses in Colleges and Universities Based on the Two-Factor Theory of Motivation

Research on Optimization Strategies for the Practical Teaching of Ideological and Political Theory Courses in Colleges and Universities Based on the Two-Factor Theory of Motivation

Factors of specialists’ labor motivation at high-tech enterprises in Iran

Human resources are the most important determinants of the success of any organization with a significant effect on achieving organizational objectives; hence, identifying and determining the determinants of their labor motivation plays a very decisive role in increasing their productivity and improving their quality of work. Purpose. The present study aimed to determine the determinants of employees’ labor motivation at high-tech enterprises based on F. Herzberg’s two-factor motivation theory. Study design. In a descriptive-analytical cross-sectional study in 2022 among nine knowledge based enterprises in Tehran, 144 individuals were selected by the simple random method and the questionnaires were distributed among them, and the necessary data were collected. Findings. Theresearch results indicated that from the respondents’ perspective, intrinsic (mental) effective factors were more important than extrinsic (hygiene) factors. Recognition and appreciation, job position, and progress and development were the most important intrinsic factors, and job security, salaries and wages, and the way of supervision were the most important extrinsic factors affecting labor motivation. The results indicated a statistically significant and positive relationship between intrinsic and extrinsic factors at the confidence level of 0.01 and a negative relationship between the education level with hygiene factors at a significance level of 0.05 and a positive relationship between the education level and motivational factors. Among the demographic variables, there was a positive and significant relationship only between the two variables, age and job experience, at a 0.01 level.

Workforce Stability: Motivation Factors Impacting Satisfaction in the IDD Field

Abstract For decades, individuals who are direct support professionals working with people with intellectual and developmental disabilities (IDD) have been under strain. The current study looked at the prevalent themes that impact workforce stability among providers, advocates, policymakers, and researchers in the field of IDD. The researchers applied Herzberg's two-factor theory of motivation and hygiene factors to data gathered through focus group interviews on workforce challenges and opportunities. Findings revealed that motivational factors relating to employee satisfaction, including organizational culture, retention, and credentialing, were identified as critical to workforce stability.

Testing Herzberg’s two factor theory on millennials

This study tests Herzberg’s two-factor theory of motivation on working millennials. The purpose of the study is to evaluate what the assumptions and the findings of the original study hold for millennials. With the increasing trend of amalgamation of work life and personal life, job satisfaction and general job happiness have never been more on an individual’s personal life. This impact is far-reaching, with strong indications of affecting the employees’ physical, mental, and social health. In such a scenario, organizations need to keep their employees motivated and satisfied. For studying Herzberg’s two-factor theory of motivation on working millennials, we have selected respondents with work experience of at least one year. We have not restricted the study to any particular industry; hence our sample is across all industries. The type of sampling used was convenient sampling. From the analysis, we have found that for the concerned sample, hygiene factors tower above the motivating factors in terms of job satisfaction for millennials. From the data collection and analysis, we proved that both motivators and hygiene factors affect job satisfaction, unlike what has been said by Herzberg. This study will contribute to the exciting literature on motivation.

Understanding electricity nightmare and health implications among slum dwellers in Ghana

PurposeThe purpose of the study was to examine the electricity challenges confronting slums in order to understand the health implications thereof.Design/methodology/approachThe study utilized purposive sampling techniques supported by the convenience sampling method within the context of qualitative research to select 30 interviewees of varying demographics for in-depth interviews.FindingsThe findings revealed that slums faced various forms of challenges that are attributable to lack of government support, stringent procedures and financial hardship, among others. The study also found that a lack of health education in the slums has resulted in health problems, such as skin diseases, stomach aches, cholera, typhoid and childbirth complications.Research limitations/implicationsThe outcome of this study cannot be generalized to represent the whole population of slums within context due to the qualitative approach.Practical implicationsThe study advanced the frontiers of slum literature to understand contextual issues that are important to policymakers and practitioners.Originality/valueThis study revealed a country-specific understanding of the challenges confronting slum dwellers in accessing electricity through the perspective of the two-factor theory of motivation.

Analysis of Relationship Between Employee Satisfaction and Job Performance in the Accommodation Sector

Herzberg’s two-factor theory of motivation was employed in this study to analyze elements linked with job satisfaction and performance among employees in the accommodation sector. The researcher employed the descriptive-correlational methods of research, through questionnaires. The survey tool was validated by experts in the field of education, statistics and research and is highly accepted in terms of a Cronbach α of 0.988 which indicated an excellent index of reliability. Weighted Mean and Goodman and Kruskal’s Gamma Correlation determined the relationships between variables. The results revealed that employee satisfaction among employees was an important aspect that affected job performance and organizational success. Based on the findings, a Human Resource Plan is necessary to help increase satisfaction and improve job performance resulting in increased efficacy, self-esteem, and commitment in the accommodation sector. This paper would be extremely useful to human resource professionals, managers, owners, employees, and future researchers.

Factors motivating governmental employees in the United Arab Emirates

To enhance the performance of organizations, the motivation of employees is a critical factor. The challenge is that motivation can be dependent on the culture and time of analysis. The timely studies are needed for different regions. The purpose of this study is to perform the motivation factors analysis of government employees to enhance their performance. Herzberg’s two-factor motivation theory was used, where the focus is on motivators, which were compared with financial rewards. Another classification of motivators and movers that contributes to ideas was extracted from the literature and included in the questionnaire survey. A survey was designed and 64 employees working in governmental service sectors in the United Arab Emirates (UAE) responded to the questionnaire. Statistical analysis methods such as two proportion z-test, Chi-square, and Fisher tests, were used. Results showed that recognition, which was selected by 44% of employees, is the only source of satisfaction that has a higher effect than financial rewards. In addition, a sense of achievement, the opportunity to take responsibility, work itself, as well as advancement prospects have the same or lower effect than financial rewards. Moreover, results showed that, generally, factors associated with motivators are more important for ideas’ contribution than movers, except for the desire to overcome frustration at work. The practical value of the results is obvious since motivation can significantly enhance the performance of organizations in the UAE.

Occupational burnout and job satisfaction among physicians in times of COVID-19 crisis: a convergent parallel mixed-method study

BackgroundHealthcare professionals including physicians were subjected to an increased workload during the COVID-19 crisis, leaving them exposed to significant physical and psychological distress. Therefore, our present study aimed to (i) assess the prevalence of burnout and levels of job satisfaction among physicians in Jordan, and (ii) explore physicians’ opinions, experiences, and perceptions during the pandemic crisis.MethodsThis was a mixed-method study that utilized a structured web-based questionnaire and semi-structured individual interviews. The 10-Item Burnout Measure-Short version (BMS), and the 5-Item Short Index of Job Satisfaction (SIJS) were adopted to assess occupational burnout and job satisfaction, respectively. Semi-structured interviews were conducted, based on a conceptual framework that was developed from Herzberg’s Two-Factor Theory of Motivation and Job Demands-Resources Model. Descriptive statistics and regression models, as well as inductive thematic analysis, were used to analyze quantitative and qualitative data, respectively.ResultsA total of 973 survey responses and 11 interviews were included in our analysis. The prevalence of burnout among physicians was (57.7%). Several significant factors were positively associated with burnout, including female gender, working at highly loaded hospitals, working for long hours, doing night shifts, lack of sufficient access to personal protective equipment, and being positively tested for SARS-CoV-2. Regarding job satisfaction, regression analysis revealed that age was positively associated with higher levels of job satisfaction. On contrary, being a general practitioner or specialist, working at highly loaded hospitals, low salaries, and suffering from burnout have predicted lower levels of job satisfaction.Besides, four themes have emerged from the thematic analysis: (i) Work-induced psychological distress during the pandemic, (ii) Decision-driven satisfactory and dissatisfactory experiences, (iii) Impact of the pandemic on doctor-patient communication and professional skills, and (iv) Economic impacts of the pandemic crisis and lockdown.ConclusionA significant physical and psychological burden was associated with the COVID-19 pandemic. Reliable efforts should be implemented aiming at protecting physicians’ physical and mental wellbeing, enhancing their working conditions, and raising awareness about burnout. Evidence-based decisions and proper utilization of financial and human resources at institutional and national levels are believed to be crucial for the sustainability of the health workforce, especially in crises.

Does playing a video game really result in improvements in psychological well-being in the era of COVID-19?

This study examines the structural relationships between the perceived value dimensions of quality, emotional, price, and social, positive and negative emotions, psychological well-being, and loyalty in the video game context along with the moderating role of the perceived severity of COVID-19. This study collected data from 258 video game consumers in the United States via three waves of surveys. The findings of structural equation modeling revealed significant associations among the perceived value dimensions, emotions, psychological well-being, and loyalty. In addition, the moderating role of the perceived severity of COVID-19 showed that the impact of video game consumers' positive emotions on psychological well-being would be weaker with a high level of perception of the severity of COVID-19. Based on the empirical results, this research proposes theoretical (i.e., extension of the cognitive appraisal theory in a digital environment, and integration of the cognitive appraisal theory with the two-factor theory of motivation) and practical implications (i.e., how to increase levels of users’ psychological well-being and loyalty via video games) for the video game industry during and after the era of COVID-19.

Conceptualization of e-servicescapes in the fitness applications and wearable devices context: Multi-dimensions, consumer satisfaction, and behavioral intention

Based on the environmental psychology theory, this research conceptualizes and investigates the dimensions of e-servicescapes, and examines how each dimension influences fitness application and wearable device users’ emotions, satisfaction, and behavioral intention to continuously work out via the technology. This study employed three waves of surveys within the United States to collect data (N = 343), and conducted a path analysis to rigorously assess the proposed paths between identified constructs. The empirical findings revealed the significant determinants of negative emotion (i.e., usability, security, customization, entertainment value, interactivity, originality of design, relevance of information, and social factors) and positive emotion (i.e., usability, customization, entertainment value, interactivity, and relevance of information). Also, satisfaction was significantly impacted by both positive emotion and negative emotion, and behavioral intention was significantly influenced by positive emotion and satisfaction. Based on these findings, this study suggests theoretical (i.e., classification of the e-servicescape dimensionality and integration of the environmental psychology theory with the two-factor theory of motivation, focusing on a digital environment) and practical implications (i.e., ways to increase levels of consumer satisfaction with the technology and intention to continuously exercise with the technology) for scholars and practitioners in the fitness and mobile application/wearable device industries.

Turnover Intentions Among Hotel Employees in the Accra Metropolis of Ghana

The objective for this study was to analyze the factors which influenced turnover intentions of hotel employees in the Accra Metropolis of Ghana. The two-factor motivation theory of Frederick Herzberg was used as the lens to analyse employee turnover intentions in the hotel industry. A quantitative research method – encompassing the explanatory and simple random sampling approach – was used to collect the data from two hundred hotel employees in the Metropolis. Chi-square analysis and logistic regression were used to analyze the data. The study found that there was no significant relationship between the demographic features and turnover intentions of employees. Promotion chances were the best indicator of the turnover intentions of hotel employees. This implies job promotions are likely to reduce employees turnover among hotels in the Metropolis. The findings provides sufficient knowledge and information to scholars, policy makers and hotel managers that by providing opportunities for employees promotion, hotels can significantly reduce employees turnover in the future.

How to meet employees' expectations in terms of job satisfaction and stabilisation in the agribusiness industry

Motivation is one of the most important management tools to ensure employees' job satisfaction and stabilisation. Effective motivation programmes can only be developed through an in-depth understanding of employee motivation profiles. The aim of this paper is to analyse the motivation factors of employees in terms of their job satisfaction and stabilisation in the agribusiness industry. The methodological framework of the survey is Herzberg's two-factor motivation theory. Independent variables were tested using test statistic methods with the most significant deviations. An independent t-test was used for each motivation factor. The biggest negative deviations were found in the factors of income, responsibility and working conditions, employee benefits, content of work, its recognition and the possibility of advancement. A statistically significant difference was found at the age and education of respondents. Younger employees and university-educated employees showed a marked difference between their expectations and satisfaction by employers.