Herzberg's two-factor theory proposes that there are two sets of factors that influence job satisfaction and motivation: hygiene factors and motivators. Hygiene factors such as company policies, pay, and relationships can lead to dissatisfaction if absent but do not necessarily motivate. Motivators like achievement, recognition, responsibility, and advancement can positively motivate but will not de-motivate if absent. The document discusses applications of the theory in nursing research and concludes the theory provides practical solutions for organizations to improve job satisfaction.

1. Course NURS 501
Theoretical Foundation of Theory
Herzberg Two Factor Theory
Prepared by:
Ahmad Al- Shardi

2. Objective :
 To understand the two factors theory.
 To identify the hygiene and motivator factors .
 To know diagram and metaparadigm of the
Herzberg’s theory
 To evaluate the usefulness and Testability of the
Theory
 Discussed SWAT of the Theory

3. Introduction
 The two-factors theory
(also known as Herzberg’s
motivation-hygiene factors
theory)
 It was developed by American
Psychologist -behavioural
scientist- Frederick Herzberg
 He was interested in helping
managers find out how to offer
that balance between employee
satisfaction and motivation .

4. Cont’ Introduction
 Herzberg’s was interested in the relation
between employee attitude and workplace
motivation.
 He want to find out what make people satisfied
and un-satisfied when they came to the
workplace .
 Theory explored the factors that make
employees feel satisfied or dissatisfied in the
workplace.
 In 1959, he published his conclusions in a Book
called the motivation to work

5. Cont’ Introduction
 The theory consists of two factors:
1. Hygiene factors - (also called dissatisfiers)
and also can create job dissatisfaction .
Herzberg described hygiene factors as
extrinsic to the job . Examples pay quality
company rules and worker relationships .
2. Motivators factor - can create job
satisfaction . Herzberg described motivation
factors as intrinsic to the job .Examples
promotion, personal growth , responsibility
acknowledgement and achievement

6. Origins of the theory
 Was influenced by Maslow's hierarchy of needs.
 Herzberg produced a two dimensional model of
factors influencing people's attitudes towards job.
 In the beginning Herzberg developed a hypothesis
that satisfaction and dissatisfaction with a work were
affected by two different sets of factors.
 Researches on job satisfaction were implemented to
select which factors in an employee’s work
environment caused satisfaction or dissatisfaction.
 After two pilot studies, Herzberg theory was additional
developed and extended.

7. Diagram and metaparadigm

8. Motivation and Hygiene Factors

9. Usefulness
 Herzberg’s theory continues to be used to
determine the level of job satisfaction in research
in a variety of international settings.
 many studies in nursing populations utilized. Also
several have used it as a conceptual framework
(i.e., Kacel et al., 2005; Lephalala, 2006; Mitchell,
2009; Jones, 2011) ).

10. Mitchell (2009) studied job satisfaction and burnout
among 453 foreign nurses in kingdom of Saudi Arabia.
Herzberg’s theory served as the framework for the
research, which found that job satisfaction was
influenced by motivation and hygiene factors.
Jones (2011) studied the effects of motivation and
hygiene factors on job satisfaction for 135 school
nurses. A quantitative, cross-sectional survey design
was utilized. The study results discovered that the
school nurses were satisfied with organizational
policies and payment.
EXAMPLES

11. Testability
 Two factor theory of motivation is usually known in
management approaches.
 It has been praised regarding its validity in different
work settings.
 Alshmemri (2016) studied job satisfaction among
Saudi nurses in three governmental hospitals in KSA.
 The research had a mixed method design and utilized
Herzberg’s two factor theory.
 272 Saudi nurses were surveyed to test the theory.
 The finding of the study supported Herzberg’s motivation
and hygiene theory and emphasized that the hygiene
factors were less important to job satisfaction, but the
motivation factors were more important and lead to job
satisfaction.

12. Overall Evaluation Strengths
 Can determine factors that will motivate individuals
or groups of employees.
 This theory can be used to identify wide issues that
require to be improved.
 Will build an environment that can obtain increased
efficiency and productivity.
 The two factor, hygiene and motivators are matched
with the suitable leadership styles.
 two factor theory provides practical solutions for
organizations.

13. Strengths
 Can determine factors that will motivate
individuals or groups of employees.
 This theory can be used to identify wide issues
that require to be improved.
 Will build an environment that can obtain
increased efficiency and productivity.
 The two factor, hygiene and motivators are
matched with the suitable leadership styles.
 two factor theory provides practical solutions for
organizations.

14. Opportunities
 Usually the employees with less educated do
not have the need for achievement and self
actualization. Basic hygiene needs are all it
acquires to satisfy them.
 Herzberg two factor theory recognizes that
motivation comes from within the individual as
opposed to any external factors.

15. Weaknesses and threats
 Some studies have faulted the Herzberg theory
does not take into account situational variables.
These are the exceptional characteristics of an
environment that have the possible to influence
the behavior outcome of the situation.
 The Herzberg two factor theory also makes a
relationship between satisfaction and
productivity. While the two factor theory focused
on satisfaction and assumed that productivity
would be a normal result.

16. Application
 Herzberg’s two-factor theory was famous
by many researchers to be the most applicable
model used in healthcare organizations.
 Herzberg’s two-factor theory has also been
assisted the nursing administration by researchers
to evaluating nursing job satisfaction (i.e., Jones,
2011; Kacel et al., 2005; Lephalala, 2006; Mitchell,
2009; Rambur, Mclntosh, Palumbo, & Reinier,
2005; Russell & Gelder, 2008).
 Theory dealt generally with managers.

17. Conclusion

21. References
Adair, John. (2006). Part 2. Maslow and Herzberg, Chapter 6. Herzberg’s motivation
hygiene theory. Leadership and motivation. London and Philadelphia: Kogan Page.
Alshmemri, M. Shahwan-Akl, L., & Maude, P. (2016). Job Satisfaction of Saudi Nurses
Working in Makkah Region Public Hospitals, Saudi Arabia. Life Science Journal, 13(12).
Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business
Review, 81(1), 86.
Jones, T. L. (2011). Effects of motivating and hygiene factors on job satisfaction among
school nurses. PhD thesis, Walden University, Minneapolis, MN.
Stello, C. M. (2011). Herzberg’s two-factor theory of job satisfaction: An integrative literature
review. Journal of Education and Human Development, 1-32.
Kacel, B., Miller, M., & Norris, D. (2005). Measurement of nurse practitioner job satisfaction in
a Midwestern state. Journal of the American Academy of Nurse Practitioners, 17, 27–32.
Lephalala, R. (2006). Factors influencing nursing turnover in selected private hospitals in
England. Master’s thesis, University of South Africa, Pretoria, South Africa.13.

22. Cont’ References
Mitchell, J. (2009). Job satisfaction and burnout among foreign-trained nurses in Saudi
Arabia: A mixed-method study. PhD thesis, University of Phoenix, Phoenix, AZ.
Russell, C. R. N. P., & Gelder, F. R. B. E. (2008). An international perspective: Job
satisfaction among transplant nurses. Progress in Transplantation, 18(1), 32.
Cahill, B. A. (2011). Impact of the state practice environment on nurse practitioner job
satisfaction. PhD thesis, Health Sciences Center, University of Illinois at Chicago, IL.
Dion, M. J. (2006). The impact of workplace incivility and occupational stress on the job
satisfaction and turnover intention of acute care nurses. PhD thesis, University of
Connecticut, Storrs, CT.
Management Study Guide, (2008). Herzberg’s Two-Factor Theory of Motivation.
Retrieved from http://www.managementstudyguide.com/herzbergs-theory-
motivation.htm
Rambur, B., Mclntosh, B., Palumbo, M. V., & Reinier, K. (2005). Education as a
determinant of career retention and job satisfaction among registered nurses. Journal
of Nursing Scholarship, 37(2), 185–192.