Empirical and theoretical limitations of the two-factor hypothesis of job satisfaction

Abstract

THE SALIENT REASONS FOR CURRENT JOB SATISFACTION WERE COMPARED FOR HIGH- AND LOW-SATISFACTION RESPONDENTS (613 TECHNICIANS) IN THE FRAMEWORK OF HERZBERG'S 2-FACTOR HYPOTHESIS. AN ALTERNATE NOTION STATED THAT "MOTIVATORS" ARE THE PRIME INFLUENCERS OF SATISFACTION WHILE "HYGIENE" FACTORS ACT TO LIMIT COMPLETE SATISFACTION FOR HIGHS AND COMPLETE DISSATISFACTION FOR LOWS. THE DATA, WHILE STRICTLY SUPPORTING NEITHER FORMULATION, WERE MORE ADEQUATELY COORDINATED WITH THE ALTERNATE CONCEPTION. THE MOUNTING BODY OF CONTRADICTORY RESULTS AND THE INABILITY OF THE 2-FACTOR THEORY TO HANDLE DEVIANT CASES CALL FOR A FRESH LOOK AT THE SATISFIERS/DISSATISFIERS CONCEPT. A NEW CONSTRUCT IS OFFERED IN TERMS OF ROTTER'S SOCIAL LEARNING THEORY. (16 REF.) (PsycInfo Database Record (c) 2025 APA, all rights reserved)