Management Theories
Two-Factor Theory
Also Known As Motivator-Hygiene Theory
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Frederick Herzberg's 1959 theory that job satisfaction and job dissatisfaction come from two independent sets of factors: intrinsic motivators that create satisfaction, and extrinsic hygiene factors that only prevent dissatisfaction. Replication has been mixed: a 1973 study by George Hines found supervision and interpersonal relationships ranked highly among workers with high job satisfaction, contradicting Herzberg's clean dichotomy, and the original satisfaction/dissatisfaction split has separately been argued to be an artifact of Herzberg's own critical incident technique rather than an independent finding.
Facts
Disputed
Core ClaimJob satisfaction and job dissatisfaction are produced by two independent sets of workplace factors, not opposite ends of one scale: intrinsic motivators (achievement, recognition, responsibility, meaningful work) create satisfaction, while extrinsic hygiene factors (salary, job security, working conditions, company policy) only prevent dissatisfaction and do not themselves motivate. 2 Cross-Tradition Connections
Sources
1. Wikipedia, Frederick Herzberg
1. Wikipedia, Frederick Herzberg
2. Wikipedia, Two-Factor Theory
Wikipedialead sectionQuote, lead section
there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other
2. Wikipedia, Two-Factor Theory
WikipediaCriticismQuote, Criticism
supervision and interpersonal relationships were ranked highly by those with high job satisfaction
2. Wikipedia, Two-Factor Theory
WikipediaQuote
The two-factor theory (also known as motivation-hygiene theory, motivator-hygiene theory, and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.
Dissenting Readings (1 dissenting reading)
Core Claim
The clean split between motivators and hygiene factors has not held up consistently under replication. A 1973 study by George Hines found that supervision and interpersonal relationships, both classified by Herzberg as mere hygiene factors that only prevent dissatisfaction, were ranked highly by workers who reported HIGH job satisfaction, directly contradicting the theory's independence claim. Other critics have separately argued the original satisfaction/dissatisfaction split is an artifact of Herzberg's own critical incident technique rather than an independently verified finding.
A dissenting reading, from George Hines (1973 replication study)Wikipedia, Two-Factor Theory, Wikipedia
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