The Relationship between Herzberg's Two-Factor Theory and Quality Improvement Implementation

Utley, Dawn R.; Westbrook, Jerry; Turner, Susan

doi:10.1080/10429247.1997.11414946

Cited by 20 publications

(17 citation statements)

References 4 publications

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“…Previous studies have typically employed differing methodologies and the different data collection methods yielded differing results. Utley et al (1997) suggested for example, forced choice approaches involving respondents choosing between two attributes tends to result in findings that are inconsistent with Herzberg's original theory, while free choice approaches involving the open selection of attributes may produce similar findings to…”

Section: Discussionmentioning

confidence: 73%

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Kappia

Dainty

Price

2007

Construction Management and Economics

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Individuals attach a certain priority to key extrinsic and intrinsic work-related factors, namely: career development, financial incentives, work conditions, job content, job security and social relations. These factors have variously been described as influencing career choice and also determining what causes individuals to remain or leave careers. In particular, the ongoing skills crisis faced by the UK construction sector has raised the profile of career development as a factor to recruiting and retaining an appropriately skilled workforce. The priorities attached to career development and other work-related factors were explored via a questionnaire survey of over 550 craft trainees. Their relative priorities were validated through a set of focused discussions in which informants disclosed the reasons underlying their preference, and their wider perceptions of the industry. Results reveal that, contrary to anecdotal suggestions, craft workers are not purely motivated by monetary reward. Trainees aspired to develop their career beyond the confines of their specific craft specialization. However, further results suggest that available career development opportunities do not provide suitable transitional routes towards managerial and professional positions. This raises questions as to whether the industry will be able to attract and retain workers in the future without improving career pathways.Human resource management, occupation, craft, workforce, careers,

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Section: Discussionmentioning

confidence: 73%

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Kappia

Dainty

Price

2007

Construction Management and Economics

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“…There is empirical support for the notion that a two-dimensional understanding of intrinsic and extrinsic motivation is necessary for sound management practice (Basadur 1992;Luo 1999). By understanding these dynamics better, an organization can craft a balance to benefit from increased worker productivity (Utley, Westbrook and Turner 1997), higher morale (Wiley 1997), increased creativity (Basadur 1992), and improved employee quality of life (Luo 1999;Aycan 2001). Because effective management of workplace motivation has positive implications for employee well-being and organizational effectiveness, it can generate competitive advantage for a firm.…”

Section: Management Vs Employeesmentioning

confidence: 99%

Workforce motivation in Japan: an examination of gender differences and management perceptions

Worthley

MacNab

Brislin

et al. 2009

The International Journal of Human Resource Management

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As Japan enters the new century, pending workforce shortages -a function of low birth rates and an aging population -increase the need to address gender issues in organizations. Throughout the past four decades, the number of female workers in Japan has been growing, although full-time female participation in the Japanese workforce remains below the levels of some other industrialized nations. Despite the growing importance that the Japanese female labor force is expected to play, relatively little is known about women's attitudes toward work motivation in Japan. Using a twofactor, Herzberg intrinsic/extrinsic approach to motivation, we examine the applicability of such a model in Japan, and compare the attitudes of female and male workers, as well as management and non-management. Our findings include:(1) support for the applicability of a Herzberg, two-factor model in Japan; (2) Japanese men in the workforce tending to value intrinsic motivators more than extrinsic factors;(3) female workers in Japan rating extrinsic factors higher than their male counterparts; and (4) managers' opinions of what motivates employees not constituting a refined match to those of female employees, especially with respect to extrinsic motivation. In multi-gender Japanese organizations, management will potentially benefit from a better understanding and functional integration of important gender nuances into their motivation strategies.

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“…A number of analogs using two-factor models have been applied by investigators to a diverse range of settings, such as the evaluation of evolving technologies, teaching attributes, and quality assurance 5–7. Consumers also appear to apply a two-factor paradigm to health care provision.…”

Section: Introductionmentioning

confidence: 99%

Two-factor theory – at the intersection of health care management and patient satisfaction

Böhm¹

2012

CEOR

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Using data obtained from the 2004 Joint Canadian/United States Survey of Health, an analytic model using principles derived from Herzberg’s motivational hygiene theory was developed for evaluating patient satisfaction with health care. The analysis sought to determine whether survey variables associated with consumer satisfaction act as Hertzberg factors and contribute to survey participants’ self-reported levels of health care satisfaction. To validate the technique, data from the survey were analyzed using logistic regression methods and then compared with results obtained from the two-factor model. The findings indicate a high degree of correlation between the two methods. The two-factor analytical methodology offers advantages due to its ability to identify whether a factor assumes a motivational or hygienic role and assesses the influence of a factor within select populations. Its ease of use makes this methodology well suited for assessment of multidimensional variables.

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The Relationship between Herzberg's Two-Factor Theory and Quality Improvement Implementation

Cited by 20 publications

References 4 publications

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Workforce motivation in Japan: an examination of gender differences and management perceptions

Two-factor theory – at the intersection of health care management and patient satisfaction

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The Relationship between Herzberg's Two-Factor Theory and Quality Improvement Implementation

Cited by 20 publications

References 4 publications

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Prioritising career development in relation to recruitment and retention: a trade and craft perspective

Workforce motivation in Japan: an examination of gender differences and management perceptions

Two-factor theory &ndash; at the intersection of health care management and patient satisfaction

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Two-factor theory – at the intersection of health care management and patient satisfaction