Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism

Increasing Performance of the Two-Role Work Strategy: A Study of the International College Hotel and Training Center in Thailand

“…12;2013 Andersson, 2009; Steers et al, 2004). Need theories concentrate on the emotional aspect of motivation and are based on the assumption that people's needs provide the force which directs action toward fulfilment of these needs (Lundberg et al, 2009;Pinder, 1998). Before need theories became a vehicle of the development in work motivation, the study of human motivation by Maslow (1943) had paved the way for a better understanding of the hierarchy of human needs.…”

“…In the present stage, although the concept of work motivation has still been viewed as not rigid and complex (Lundberg et al, 2009;Steers et al, 2004), the definition of work motivation by Pinder (1998) is still widely referred to, as it provides a clear definition that captures different theoretical perspectives:…”

“…Despite its provision in providing a general framework for assessing employee behavior in learning, decision making, attitude formation, and motivation (Chen & Lou, 2002as cited in Chiang & Jang, 2008, the theory is criticized of lacking strong theoretical framework and validity of components within the model. Furthermore, a search of the literature indicates that a number of studies on work motivation in the hotel industry have adopted Herzberg's theory (Chitiris, 1988;Lundberg et al, 2009;Sledge, Miles, & Coppage, 2008;Wong, Siu, & Tsang, 1999), as which addresses both intrinsic and extrinsic factors for motivation. Herzberg's two-factor theory bases its idea on the "need theories" and suggests that humans have two different sets of needs and that the factors causing job satisfaction (presumably motivation) are different from those causing job dissatisfaction (Lundberg et al, 2009;Wong et al, 1999).…”

“…Furthermore, a search of the literature indicates that a number of studies on work motivation in the hotel industry have adopted Herzberg's theory (Chitiris, 1988;Lundberg et al, 2009;Sledge, Miles, & Coppage, 2008;Wong, Siu, & Tsang, 1999), as which addresses both intrinsic and extrinsic factors for motivation. Herzberg's two-factor theory bases its idea on the "need theories" and suggests that humans have two different sets of needs and that the factors causing job satisfaction (presumably motivation) are different from those causing job dissatisfaction (Lundberg et al, 2009;Wong et al, 1999). The key proposal of this theory is that certain job factors (so-called "motivators") such as achievement, recognition, growth, and advancement lead to job satisfaction.…”

“…Despite arguments and criticisms that question some of the factor components in the theory (Parson & Broadbride, 2006;Lundberg et al, 2009), most of the literature on motivation within the hotel industry has shown support for this model. For example, the study by Lundberg et al (2009) on the seasonal workers in ski-resort in northwest Sweden confirmed that the work motivation is grounded in the satisfaction of "higher needs" or "self fulfilment needs" (Pinder, 1998) and not in more mundane needs such as wage level.…”