two-factor theory


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two-factor theory

A theory on human motivation which holds that people do not work harder or more efficiently until internal or maintenance factors (“dissatisfiers”—e.g., salary, status, work conditions) are met; motivational factors (“satisfiers”), such as achievement, advancement and responsibility, act independently of maintenance factors to increase motivation.
References in periodicals archive ?
Examples of theories coming out of these studies include Maslows' Hierarchy of Needs Theory (1943), McClelland's Needs Theory (1961), Herzberg's Two-Factor Theory (1959), and Alderfer's ERG Theory (1969).
Kelso and his wife Patricia Hetter later published Two-Factor Theory (1967) and Democracy and Economic Power (1986).
Over the years, various theories have directly or indirectly addressed the issue of job satisfaction; Herzberg's two-factor theory is one of these theories.
His topics include definitions and population frequencies, genetic causal factor in transsexualism and transgenderism, the two-factor theory, neuroanatomy and neurophysiology, and transition procedures and outcomes.
This is a bit like the Herzberg two-factor theory, in which the factors that drive satisfaction are not simply the opposite of those that drive dissatisfaction.
The Herzberg Motivation-Hygiene Theory, also described as the Two-Factor Theory, was developed by a study conducted in the 1950's (Herzberg, Mausner, & Snyderman, 1959).
One of the leading theories on the effects of repetition on consumer behaviour emerged in the 1970s called the Two-Factor theory or wear in/wear-out theory.
Herzberg's Two-Factor Theory on Motivation also says that salary, job security, working conditions, level and quality of supervision, company policy and administration and interpersonal relations are the basic Hygiene or Maintenance Factors that precede the Motivator or Growth Factors.
Herzberg (1959) in his two-factor theory distinguished between two categories of human needs.
A theory that seems appropriate to help researchers explain the intimate relationship between this perceived control belief and the dimensions of job satisfaction is Herzberg's Two-Factor Theory (House & Wigdor, 1967; Bassett-Jones & Lloyd, 2005).
Other researchers contributing to the human relations perspective include Douglas McGregor, who explored how management styles influenced behaviour, and Frederick Herzberg, who proposed the two-factor theory of motivation.