Analyzing Determinants of Job Satisfaction Based on Two-Factor Theory

Lee, Byung-Hyun; Lee, Changjae; Choi, Il-Young; Kim, Jae-Kyeong

doi:10.3390/su141912557

Cited by 30 publications

(19 citation statements)

References 106 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The Relationship Between Advancement Opportunities & Possibilities and Job Satisfaction. As advancement indicates the degree of vertical movement in an organization, satisfaction with advancement positively affects one's job satisfaction: the more opportunities for advancement (Lee et al, 2022), the lower the turnover rate (Pergamit & Veum, 1999;Price, 1972). A.…”

Section: Research Hypothesesmentioning

confidence: 99%

Exploring Determinants of Job Satisfaction: A Comparison Between Survey and Review Data

Lee,

Choi

et al. 2023

Sage Open

Self Cite

View full text Add to dashboard Cite

Compared to other sectors, the restaurant industry has a high reliance on human resources through active interactions with customers. Therefore, it is important to identify job satisfaction among employees and satisfy their needs at work in order to provide high customer service. Until now, surveys have been the traditional method for measuring employees’ job satisfaction. Recently, numerous studies have analyzed employee job satisfaction based on extensive data collected directly from job portal websites. Therefore, it is necessary to verify whether the results of job satisfaction among employees derived from such methods have similar implications. This study compared the results of job satisfaction analysis using (1) 11,446 big data provided by former & current employees of the restaurant industry from a job portal website based on the two-factor theory and (2) A survey was conducted among 400 former & current employees. We found that only in big data, advancement opportunities & possibilities, and the compensation system significantly and positively (+) affected job satisfaction. In addition, current employees are more satisfied with advancement opportunities & possibilities than former employees only in big data. Thus, the big data and survey data analysis results differ. This can be attributed to the functionality and benefits of job portals. Therefore, it is necessary to consider the portal site’s functions, beneficial features, and online environment characteristics before using big data in the field of human resources.

show abstract

Section: Research Hypothesesmentioning

confidence: 99%

Exploring Determinants of Job Satisfaction: A Comparison Between Survey and Review Data

Lee,

Choi

et al. 2023

Sage Open

Self Cite

View full text Add to dashboard Cite

show abstract

“…The aspects of hygiene factors include interpersonal relationship, salary, company policy, supervision, working conditions, job security, personal life and status (Lee et al, 2022). The two-factor theory posits that managers can use extrinsic factors to create a pleasant environment that makes their employees feel satisfied.…”

Section: Theoretical Underpinningmentioning

confidence: 99%

“…Intrinsic factors, according to Hertzberg's two-factor theory, are work content factors that enhance the employee's level of job satisfaction (Manzoor et al, 2021). Accordingly, such factors include achievement, recognition, responsibility and opportunity for growth and advancement (Lee et al, 2022). Afshari (2020) posits that intrinsic factors are critical for the development of organisational commitment because of the satisfaction they provide to employees.…”

Section: Job Satisfaction and Organisational Commitment Of Academic S...mentioning

confidence: 99%

Job Satisfaction and OrganisationalCommitment of Academic Staff inKyambogo University, Uganda

KIMATA KATO,

MUGIZI,

WILSON KASULE

2023

UHERJ

View full text Add to dashboard Cite

commitment of full-time academic staff of Kyambogo University, Uganda. Specifically, the study examined the influence of intrinsic and extrinsic job satisfaction on organisational commitment of full-time academic staff. Basing on the conceptualisation by Allen and Meyer (1990), organisational commitment was studied in terms of affective, continuance and normative commitment. Using the quantitative approach for inferential analysis, the study adopted the cross-sectional research design on a sample of 175 fulltime academic staff. The researcher used a self-administered questionnaire to collect the data. Data analysis involved carrying out structural equation modelling (SEM) using SmartPLS. The results indicated that while intrinsic job satisfaction positively and significantly influenced organisational commitment among full-time academic staff, extrinsic job satisfaction had a negative and insignificant influence on their organisational commitment. The study concluded that while intrinsic job satisfaction is imperative for organisational commitment of academic staff, extrinsic job satisfaction did not. Therefore, it was recommended that to boost academic staff members’ organisational commitment, university managers should promote their intrinsic satisfaction more than extrinsic job satisfaction.

show abstract

“…These two sets of factors act independently of each other. Herzberg's two-factor theory explains the association between job satisfaction and job dissatisfaction among employees in the working environment [3,4]. Examples of the hygiene issues that decrease employees' dissatisfaction with the work environment include salary and supervision.…”

Section: Introductionmentioning

confidence: 99%

Health Employees’ Perceptions of Their Working Conditions

Malik

Abdulahad

Saleh

et al. 2023

APJHM

View full text Add to dashboard Cite

Background: Employees require an appropriate working environment that helps them work without problems limiting their performance. Objective: This study aimed to assess the perspectives of the employees at the Ministry of Health in the Iraqi Kurdistan Region regarding their work environment and satisfaction with the various aspects of work. Methods: This self-administered questionnaire survey involved 109 employees from the Ministry of Health in Erbil, Iraqi Kurdistan Region. A questionnaire containing different questions about the work environment and work satisfaction was used to assess employees' perspectives about their working environment. Results: The participants thought that the sense of preserving public money and materials and feeling responsible among employees is low. The employees were not much satisfied with the relations between managers and employees. Most participants thought that improving the financial situation would affect the employees' capacity (96.3%) and that implementing modern systems, equipment, and programs would improve protection (84.4%). Most participants were satisfied with their workplace (71.6%) and thought their education was relevant to their work (73.4%). They emphasizedthe importance of making employees feel responsible, providing training courses, and improving the services and work facilities to improve the working conditions. Conclusion: Low work awareness and commitment exist among employees. The working environment was an important factor in the job satisfaction of employees.

show abstract

Analyzing Determinants of Job Satisfaction Based on Two-Factor Theory

Cited by 30 publications

References 106 publications

Exploring Determinants of Job Satisfaction: A Comparison Between Survey and Review Data

Exploring Determinants of Job Satisfaction: A Comparison Between Survey and Review Data

Job Satisfaction and OrganisationalCommitment of Academic Staff inKyambogo University, Uganda

Health Employees’ Perceptions of Their Working Conditions

Contact Info

Product

Resources

About