Editing Job satisfaction (section)

=== Two-factor theory (motivator-hygiene theory) ===
{{Main|Two-factor theory}}
[[Frederick Herzberg]]'s two-factor theory (also known as motivator-hygiene theory) attempts to explain satisfaction and motivation in the workplace.<ref name="HackmanOldham1976">{{cite journal |last1=Hackman |first1=J. Richard |last2=Oldham |first2=Greg R.|author2-link=Greg Oldham |title=Motivation through the design of work: test of a theory |journal=Organizational Behavior and Human Performance |date=1 August 1976 |volume=16 |issue=2 |pages=250–279 |doi=10.1016/0030-5073(76)90016-7 |s2cid=8618462 }}</ref> This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. An employee's motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals.<ref>{{Cite journal |last1=Porter |first1=Heidi |last2=Wrench |first2=Jason S. |last3=Hoskinson |first3=Crissy |date=2007-02-27 |title=The Influence of Supervisor Temperament on Subordinate Job Satisfaction and Perceptions of Supervisor Sociocommunicative Orientation and Approachability |url=https://doi.org/10.1080/01463370600998517 |journal=Communication Quarterly |volume=55 |issue=1 |pages=129–153 |doi=10.1080/01463370600998517 |s2cid=9606328 |issn=0146-3373}}</ref> Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities.<ref>{{cite journal |last1=Aristovnik |first1=Aleksander |last2=Jaklič |first2=Ksenja |title=Job Satisfaction of Older Workers as a Factor of Promoting Labour Market Participation in the EU: The Case of Slovenia |journal=Revija za socijalnu politiku |date=31 July 2013 |volume=20 |issue=2 |pages=123–148 |doi=10.3935/rsp.v20i2.1126 |s2cid=147128260 |doi-access=free }}</ref> These motivating factors are considered to be intrinsic to the job, or the work carried out.<ref name="HackmanOldham1976"/> Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions.<ref name="HackmanOldham1976"/>

Herzberg's model has stimulated much research. In the 1970s, researchers were unable to reliably empirically prove the model however, with Hackman & Oldham suggesting that Herzberg's original formulation of the model may have been a methodological artifact.<ref name="HackmanOldham1976"/>

The theory has been criticized because it does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors.<ref name="HackmanOldham1976"/> The model has also been criticised in that it does not specify how motivating/hygiene factors are to be measured.<ref name="HackmanOldham1976"/> Most studies use a quantitative approach by for example using validated instruments such as the Minnesota Satisfaction Questionnaire.<ref>[[David J. Weiss|Weiss, D. J.]], Dawis, R. V., & England, G. W. (1967). "Manual for the Minnesota Satisfaction Questionnaire." Minnesota Studies in Vocational Rehabilitation, 22, 120.</ref> There are also studies that have utilized a qualitative methodology such as by means of individual interviews.<ref>Holmberg, C., et al. (2017) "Job satisfaction among Swedish mental health nursing personnel: Revisiting the two-factor theory." International Journal of Mental Health Nursing. {{DOI:|10.1111/inm.12339}}.</ref>