Examining Herzberg’s Theory: Improving Job Satisfaction among Non-academic Employees at a University

Smerek, Ryan E.; Peterson, Marvin W.

doi:10.1007/s11162-006-9042-3

Cited by 150 publications

(144 citation statements)

References 17 publications

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“…Almost all of the studies have concluded affects of either motivators or hygiene factors on job satisfaction. Smerek and Peterson (2006) used all elements of duality theory to testify the impact of all these factors over the satisfaction of administrative employees; and concluded that the work itself was the biggest predictor of job satisfaction amongst university administrative employees. This study is conducted to verify the findings of Smerek and Peterson's work in an underdeveloped countries set up with lack of resources and poor infrastructure.…”

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confidence: 99%

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Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

Ahmed¹

2010

IJBM

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Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance. The objective of following research is to analyze the effects of motivational factors on job satisfaction of employees. This is an exploratory study based on primary data. The primary data has been collected from non-academic staff of University of the Punjab, which is one of the biggest universities of Pakistan. The study of Herzberg et al. (1959) has been widely validated and well renowned among research community. This theory tests hygiene and motivator factors and impact of personal and job characteristics on work perceptions and job satisfaction. Structural equation modeling technique has been applied to test hypothesis, SPSS 16.0 has also been adopted for basic analysis purposes. The results are being questionable to verify Herzberg's theory. The study concludes that intrinsic motivational factors are having significant relationship with employee job satisfaction, whereas hygiene International Journal of Business and Management March, 2010 71 (extrinsic) factors are not having any significant relationship with employee job satisfaction. Moreover, significant difference was observed between gender, qualification, experience, job characteristics and job satisfaction. This study offers useful information as it provides both, the practical implications for professionals working on authoritative posts within Public Sector University set up in Pakistan, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.

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confidence: 99%

“…The conceptual model was adopted from the research of Smerek and Peterson (2006) research work. This model contains personal characteristics, job characteristics, perceived work environment (intrinsic and extrinsic) and job satisfaction as major constructs of study (see Fig.…”

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confidence: 99%

Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

Ahmed¹

2010

IJBM

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“…It develops through a series of interactions, in which co-workers update information about each other and gain confidence in each other's reliability, competence, and honesty. Put simply, the behavior of the leader matters in regards to creating an environment conducive to retaining employees in non-academic university positions (Smerek & Peterson, 2006), in National Collegiate Athletic Association (NCAA) Division I (D-I) athletic departments (Snyder, 1990), and in NCAA Division III (D-III) athletic departments (Weaver & Chelladurai, 2002;Yusof, 1998).…”

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confidence: 99%

An Exploration of Organizational Trust in Intercollegiate Athletic Departments

Tingle

2016

JHEAI

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Scholars in in educational leadership, business management, and organizational psychology have thoroughly explored the construct of organizational trust. While trust has attracted some attention from sport management scholars, the research has primarily focused on the individual, rather than organization. This manuscript provides an overview of the organizational trust literature with specific application to the area of intercollegiate athletic departments. Additionally, the Athletic Department Trust Scale (ADTS) is introduced as an instrument to measure organizational trust in the setting. The procedures taken to refine and test the instrument are summarized. Results revealed the ADTS as psychometrically sound. The instrument was used to explore three research questions related to coaching tenure and status. Analysis of Variance (ANOVA) revealed significant differences between coaching tenure and organizational trust. Practical and research implications are also presented.

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“…This result is exactly associated with Herzberg definition of every one's job as a motivational factor. Semerek and Peterson (2007) believed that Herzberg's two -factor theory was the one, which stands against time and it can be included in the main theories and can present some new ideas for modern generation. Behling et al (1968) found that the discussions about this theory went to some terms as "I am right and you are wrong" and this caused the theory not to be improved.…”

Section: Introductionmentioning

confidence: 99%

A study on effective factors on employee motivation

Ghodrati¹,

Tabar²

2013

10.5267

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Management is often considered as collaboration with others and this requires knowing about employers' behavior and the factors influencing their behaviors to motivate them for obtaining some predicted aims. This paper presents a study to detect important factors influencing motivation of some employees who work for a public offices in city of Kashan, Iran. The study designs a questionnaire in Likert scale and distributes it among 160 randomly selected participants. The questions are divided into two groups of management performance and motivational factors. To evaluate the effect of demographic factors on the quality of respondents' statements, a rating analysis based on Kruskal-Wallis test is used. To measure the effective vote, the motivation levels are divided into three groups of highly motivated, motivated and not motivated and they are analyzed based on rating mean variance with freedman scale. The results indicate that interesting job, job security, good salary and benefits and promotions, etc. are important factors to impact on the employers' motivation. For the newly -employed personal, job security is the most important motivation factor and for oldestablished employees, job attractive and sense of being considered is the most effective factor.

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Examining Herzberg’s Theory: Improving Job Satisfaction among Non-academic Employees at a University

Cited by 150 publications

References 17 publications

Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

An Exploration of Organizational Trust in Intercollegiate Athletic Departments

A study on effective factors on employee motivation

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