Mitsakis, M., and Galanakis, M. (2022). An empirical examination of Herzberg’s theory

Mitsakis, M., and Galanakis, M. (2022). An empirical examination of Herzberg’s theory in the 21st-century workplace. Organizational psychology re-examined. Psychology, 13(2), 264–272. https://doi.org/10.4236/psych.2022.132015Links to an external site.

(a) Mitsakis and Galanakis (2022) (b) evaluated the application of Herzberg’s model in different work settings in the 21st century, like front-line employees, correctional officers, the retail sector, and the telecommunication sector. The study employed a systematic review approach to evaluate whether Herzberg’s hygiene and motivational factors boost the employees’ motivation and satisfaction and their effect on turnover. (c) The study findings indicated that the most vital indicators for employees’ alleged job contentment included the type of work, acknowledgment, and success. (d) The study is important because it helps identify strategies and implement workplace changes to promote intrinsic motivation and long-term satisfaction.

Salsabil, N. G., and Cahyo, W. N. (2023). Design strategy for improving employee retention based on Two-Factor Theory. Jurnal Ilmiah Teknik Industri, 22(1), 137–142. https://doi.org/10.23917/jiti.v22i1.21750Links to an external site.

(a) Salsabil and Cahyo (2023) (b) used the Herzberg Two-Factors model to evaluate the factors influencing employee retention. The study employed an Analytical Hierarchy Processing approach to find critical factors. (c) The study findings indicated that employee retention is vital to encourage them to continue working with the organization, improve their productivity, and promote increased levels of involvement, leading to income rise. The study indicated that some critical factors that promote employee retention include achievement, recognition, and salary. (d)The research plays a significant role in developing the best workplace strategies to encourage employee retention.

Unegbu, V. E., Babalola, Y. T., & Basahuwa, C. B. (2020). The role of motivation in librarians’ job performance in public university libraries. Journal of Management Information Systems & E-commerce, 7(1), 1–12. https://doi.org/10.15640/jmise.v7n1a1Links to an external site.

(a) Unegbu et al. (2020) (b) conducted research to determine the role of motivation on employee (librarians) job performance. (c) Study findings indicated that motivation enhances the employees’ disposition to work, heightening the organization’s effectiveness. Reward systems, a favorable work environment, and workers’ empowerment are key motivational factors that improve job performance. (d) The study is critical because it helps identify important elements/factors that can increase the productivity and retention of library staff.