Frederick Herzberg’s scientific contributions

... Além disso, Herzberg (1959) propõe o modelo de dois fatores, que divide as condições do trabalho em fatores higiênicos, que evitam a insatisfação (como salário e condições de trabalho), e fatores motivadores, que promovem a satisfação (como reconhecimento e crescimento). Aplicar essas teorias à gestão de pessoas no setor público permite entender as dificuldades de adaptação e os desafios enfrentados pelos novos servidores. ...

Reference:

Desafios no Acolhimento e Adaptação de Novos Servidores na Educação Municipal de Jaru, Rondônia: estudo sobre o processo de Aplicação de Pessoas

... Kedua, teori dua faktor Herzberg (Herzberg's two-factor theory) dikembangkan oleh Frederick Herzberg, teori ini mengelompokkan faktor-faktor yang memengaruhi motivasi kerja ke dalam dua kategori: faktor higiene (seperti gaji, kondisi kerja, dan kebijakan perusahaan) dan faktor motivator (seperti pencapaian, pengakuan, tanggung jawab, dan kemajuan). Faktor higiene harus dipenuhi untuk mencegah ketidakpuasan, sementara faktor motivator harus ada untuk meningkatkan motivasi dan kepuasan kerja (Herzberg, 1959). ...

Reference:

Membangun Komitmen Aktivitas Karyawan Kelurahan Tegal Sari Mandala III Medan di Era Digital melalui Desain Komunikasi Organisasi yang Efektif

... Dalam teori motivasi yang dikemukakan oleh Frederick Herzberg (1959) e. Pandangan Sosial (Bandura, A. 1986). ...

Reference:

Meningkatkan Motivasi Belajar Siswa dengan Metode Problem Based Learning Berbantuan Media Wordwall Fase E Kelas X SMA Negeri 4 Sintang

... As a result, job satisfaction has become a widely studied topic in organizational psychology. Herzberg et al. (1959) introduced the twofactor theory, which categorizes job satisfaction into intrinsic and extrinsic factors. Hertzberg (1968) suggests that intrinsic job satisfaction, also referred to as motivator factors, encompasses the inherent elements of a job that enhance an individual's satisfaction, such as the work itself, opportunities for growth, and sense of accomplishment. ...

Reference:

Validating Measures of Hertzberg-Two-Factor Theory in the Context of Academic staff at Kyambogo University

... Rhodes (1983) mentions that job satisfaction depends upon age level, the relation between them is positive up to 60. Herzberg et al. (2011) mention that job satisfaction is U-shaped in nature with respect to age, with higher level of confidence among fresh workers but it starts decreasing after some period of time, satisfaction again increases when employees get familiar of job. Clark et al. (1996) mention that employment experience and employment status play a vital role in the prediction of job satisfaction where in some other context employees with high experience are more satisfied as compared to low experienced because they stopped searching for new opportunities as existing job meets their expectations. ...

Reference:

The Impact of Soft Total Quality Management Practices on Employees’ Job Satisfaction: Evidence From Project Based Organizations in Pakistan