Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction

Abstract

Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg's theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employees were family-business values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation, and information. While support for Herzberg's theory is weak, it is useful for classifying employees' attitudes.

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“…The authors also identified characteristics not identified by Herzberg that affected motivation (Bitsch & Hogberg, 2005). Family values, and the belief that their employer is looking out for them and they have access to top management was found to increase motivation.…”

“…Breslin, MacNab, Worthley, Kibigting, and Jukis (2005) found evidence of a possible motivational shift in Japan, with workers beginning to value lifetime employability over lifetime employment. Bitsch and Hogberg (2005) identified family-value style management as a motivator among horticulture workers.…”

“…Herzberg's theory in the agriculture literature. Although research on Herzberg's two-factor theory in agriculture is largely limited to agricultural education faculty and extension office personnel (Bowen & Radhakrishna,1991;Foor & Cano, 2011;Myers, Dyer, & Washburn, 2005), a study using Herzberg's theory was conducted on horticulture workers (Bitsch & Hogberg, 2005). Approximately half of the workers in this study were Hispanic.…”

“…Although the work is seasonal, workers reported that they have job security in that they can return every year (Bitsch & Hogberg, 2005). Knowing "a job will be waiting for them" to return is a motivator, according to the authors.…”

“…While compensation is sometimes considered a source of dissatisfaction among employees in low-paying or entry-level jobs, workers reported positive statements regarding pay more frequently than negative, and they appreciated bonuses for desired behaviors, like punctuality (Bitsch & Hogberg, 2005). Workers reported better wages and benefits as factors which would cause them to accept different employment.…”