THE INVESTIGATION OF JOB SATISFACTION
Herzberg, Mausner, and Synderman (1959) proposed a two-factor theory of
motivation based on a study designed to explore the various factors influencing
job satisfaction. They concluded that there are two types of job-related factors in
describing job satisfaction and dissatisfaction. Motivators or intrinsic factors,
which were related to content of the job or the job itself, were considered to satisfy
people’s psychological needs, such as recognition, responsibility, achievement,
advancement, and the work itself (Herzberg, 1987). These intrinsic factors were
also called “satisfiers.” Hygiene or extrinsic factors are related to the job environment
and included compensation, supervision,working conditions, and company
policy, which when lacking could generate dissatisfaction. Herzberg claimed that
hygiene factors are not directly related to job satisfaction; therefore, these factors
will not distinctly improve performance (Herzberg, 1982). According to Spillane
(1973), this approach has strongly influenced job satisfaction research.