Herzberg 2 Factor Theory
Herzberg’s Two-Factor Theory
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Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review Christina M. Stello Department of Organizational Leadership, Policy, and Development College of Education and Human Development University of Minnesota
Herzberg’s Two-Factor Theory Abstract Herzberg published the two-factor theory of work motivation in 1959. The theory was highly controversial at the time it was published, claims to be the most replicated study in this area, and provided the foundation for numerous other theories and frameworks in human resource development (Herzberg, 1987). The theory states that job satisfaction and dissatisfaction are affected by two different sets of factors. Therefore, satisfaction and dissatisfaction cannot be measured on the same continuum. This paper examines the historical context in which the theory was developed, the methodology used to develop the theory, the controversy and attempts to duplicate the study, and the theory’s current relevance to HRD.
2
Herzberg’s Two-Factor Theory Herzberg published the two-factor theory of work motivation in 1959. The theory was highly controversial at the time it was published, claims to be the most replicated study in this area, and provided the foundation for numerous other theories and frameworks in human resource development (Herzberg, 1987). The theory states that job satisfaction and dissatisfaction are affected by two different sets of factors. Therefore, satisfaction and dissatisfaction cannot be measured on the same continuum. Herzberg’s research was conducted during the late 1950s within a thirty mile radius of Pittsburg, which was at the time a center for heavy industry. It was a time of full employment and nearly 100% utilization of plants and facilities. Although demographical information of the workers studied was not explicitly stated by the authors in the literature, it is implied that the majority of the workers studied were white males. It
1
Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review Christina M. Stello Department of Organizational Leadership, Policy, and Development College of Education and Human Development University of Minnesota
Herzberg’s Two-Factor Theory Abstract Herzberg published the two-factor theory of work motivation in 1959. The theory was highly controversial at the time it was published, claims to be the most replicated study in this area, and provided the foundation for numerous other theories and frameworks in human resource development (Herzberg, 1987). The theory states that job satisfaction and dissatisfaction are affected by two different sets of factors. Therefore, satisfaction and dissatisfaction cannot be measured on the same continuum. This paper examines the historical context in which the theory was developed, the methodology used to develop the theory, the controversy and attempts to duplicate the study, and the theory’s current relevance to HRD.
2
Herzberg’s Two-Factor Theory Herzberg published the two-factor theory of work motivation in 1959. The theory was highly controversial at the time it was published, claims to be the most replicated study in this area, and provided the foundation for numerous other theories and frameworks in human resource development (Herzberg, 1987). The theory states that job satisfaction and dissatisfaction are affected by two different sets of factors. Therefore, satisfaction and dissatisfaction cannot be measured on the same continuum. Herzberg’s research was conducted during the late 1950s within a thirty mile radius of Pittsburg, which was at the time a center for heavy industry. It was a time of full employment and nearly 100% utilization of plants and facilities. Although demographical information of the workers studied was not explicitly stated by the authors in the literature, it is implied that the majority of the workers studied were white males. It