9/30/23, 6:53 AM Herzberg’s Two-Factor Theory Of Motivation-Hygiene
Psychology » Motivation
Herzberg’s Two-Factor Theory Of Motivation-Hygiene
By Charlotte Nickerson Updated on September 28, 2023
Reviewed by Saul Mcleod, PhD
Key Takeaways
The two-factor theory (also known as Herzberg’s motivation-hygiene theory) argues that job satisfaction and dissatisfaction exist on two different
continua, each with its own set of factors.
This contradicts the traditional view of job satisfaction, which posits that job satisfaction and dissatisfaction are interdependent.
Herzberg and his collaborators investigated fourteen factors relating to job satisfaction in their original study, classifying them as either hygienic
or motivational factors. Motivation factors increase job satisfaction, while hygiene factors prevent job dissatisfaction.
Although largely replaced by newer theories of motivation in academia, the two-factor motivation theory continues to influence popular
management theory and the methodology of studies in some areas of the world.
Table of Contents
1. Definition
2. Herzberg's Approach
3. Motivation Factors
4. Herzberg’s Hygiene Factors
5. Examples
6. Critical Evaluation
7. FAQs
What Is Two-Factor Theory?
The two-factor motivation theory, otherwise known as Herzberg’s motivation-hygiene theory or dual-factor theory, argues that there are separate
sets of mutually exclusive factors in the workplace that either cause job satisfaction or dissatisfaction (Herzberg, 1966; 1982; 1991; Herzberg,
Mausner, & Snyderman, 1959).
Generally, these factors encouraging job satisfaction relate to self-growth and self-actualization.
The two-factor motivation theory has become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006).
To Herzberg, motivators ensured job satisfaction, while a lack of hygiene factors spawned job dissatisfaction.
https://www.simplypsychology.org/herzbergs-two-factor-theory.html 1/9
, 9/30/23, 6:53 AM Herzberg’s Two-Factor Theory Of Motivation-Hygiene
The major mid-twentieth century researchers in motivation — Maslow (1954), Herzberg, Vroom (1964), Alderfer (1972), McCalland (1961), and
Locke et al. (1981) — devised research which Basset-Jones and Lloyd argue can be divided into content and process theories of motivation.
Content theories, such as Herzberg et al. (1959), assume a complex interaction between internal and external factors and explore how people
respond to different internal and external stimuli.
Meanwhile, process theories, such as that of Vroom (1964), consider how factors internal to the person lead to different behaviors.
Frederick Herzberg’s Approach
Frederick Herzberg and his two collaborators, Mausner and Snyderman, developed the motivation-hygiene theory in their book Motivation to Work.
Influenced by Maslow’s hierarchy of needs (Jones, 2011), Herzberg concluded that satisfaction and dissatisfaction could not be measured reliably on
the same continuum and conducted a series of studies where he attempted to determine what factors in work environments cause satisfaction or
dissatisfaction.
Herzberg and his colleagues explored the impact of fourteen factors on job satisfaction and dissatisfaction in terms of their frequency and duration
of impact (Bassett-Jones and Lloyd, 2005).
In the first of these studies, Heizberg asked 13 laborers, clerical workers, foremen, plant engineers, and accountants to describe, in detail, situations
where they felt exceptionally good or bad about their jobs (Robbins and Judge, 2013).
Generally, respondents, when describing situations where they felt good about their jobs, cited factors intrinsic to their work, while those describing
situations where they felt bad about their jobs cited extrinsic factors.
Herzberg (1959) considers two factors that can add to or detract from job satisfaction: hygiene and motivation.
While hygiene factors are related to “the need to avoid unpleasantness,” motivation factors more directly lead to job satisfaction because of “the need
of the individual for self-growth and self-actualization.”
The traditional view of job satisfaction entails that job satisfaction and job dissatisfaction exist on the same continuum; employees who lack reasons
to be satisfied with their jobs must be dissatisfied (Robbins and Judge, 2013).
However, hygiene and motivational factors are distinct. To Herzberg, the opposite of job satisfaction was not job dissatisfaction but no job
satisfaction. Conversely, the opposite of job dissatisfaction is no job dissatisfaction (Kacel et al., 2005).
https://www.simplypsychology.org/herzbergs-two-factor-theory.html 2/9
Psychology » Motivation
Herzberg’s Two-Factor Theory Of Motivation-Hygiene
By Charlotte Nickerson Updated on September 28, 2023
Reviewed by Saul Mcleod, PhD
Key Takeaways
The two-factor theory (also known as Herzberg’s motivation-hygiene theory) argues that job satisfaction and dissatisfaction exist on two different
continua, each with its own set of factors.
This contradicts the traditional view of job satisfaction, which posits that job satisfaction and dissatisfaction are interdependent.
Herzberg and his collaborators investigated fourteen factors relating to job satisfaction in their original study, classifying them as either hygienic
or motivational factors. Motivation factors increase job satisfaction, while hygiene factors prevent job dissatisfaction.
Although largely replaced by newer theories of motivation in academia, the two-factor motivation theory continues to influence popular
management theory and the methodology of studies in some areas of the world.
Table of Contents
1. Definition
2. Herzberg's Approach
3. Motivation Factors
4. Herzberg’s Hygiene Factors
5. Examples
6. Critical Evaluation
7. FAQs
What Is Two-Factor Theory?
The two-factor motivation theory, otherwise known as Herzberg’s motivation-hygiene theory or dual-factor theory, argues that there are separate
sets of mutually exclusive factors in the workplace that either cause job satisfaction or dissatisfaction (Herzberg, 1966; 1982; 1991; Herzberg,
Mausner, & Snyderman, 1959).
Generally, these factors encouraging job satisfaction relate to self-growth and self-actualization.
The two-factor motivation theory has become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006).
To Herzberg, motivators ensured job satisfaction, while a lack of hygiene factors spawned job dissatisfaction.
https://www.simplypsychology.org/herzbergs-two-factor-theory.html 1/9
, 9/30/23, 6:53 AM Herzberg’s Two-Factor Theory Of Motivation-Hygiene
The major mid-twentieth century researchers in motivation — Maslow (1954), Herzberg, Vroom (1964), Alderfer (1972), McCalland (1961), and
Locke et al. (1981) — devised research which Basset-Jones and Lloyd argue can be divided into content and process theories of motivation.
Content theories, such as Herzberg et al. (1959), assume a complex interaction between internal and external factors and explore how people
respond to different internal and external stimuli.
Meanwhile, process theories, such as that of Vroom (1964), consider how factors internal to the person lead to different behaviors.
Frederick Herzberg’s Approach
Frederick Herzberg and his two collaborators, Mausner and Snyderman, developed the motivation-hygiene theory in their book Motivation to Work.
Influenced by Maslow’s hierarchy of needs (Jones, 2011), Herzberg concluded that satisfaction and dissatisfaction could not be measured reliably on
the same continuum and conducted a series of studies where he attempted to determine what factors in work environments cause satisfaction or
dissatisfaction.
Herzberg and his colleagues explored the impact of fourteen factors on job satisfaction and dissatisfaction in terms of their frequency and duration
of impact (Bassett-Jones and Lloyd, 2005).
In the first of these studies, Heizberg asked 13 laborers, clerical workers, foremen, plant engineers, and accountants to describe, in detail, situations
where they felt exceptionally good or bad about their jobs (Robbins and Judge, 2013).
Generally, respondents, when describing situations where they felt good about their jobs, cited factors intrinsic to their work, while those describing
situations where they felt bad about their jobs cited extrinsic factors.
Herzberg (1959) considers two factors that can add to or detract from job satisfaction: hygiene and motivation.
While hygiene factors are related to “the need to avoid unpleasantness,” motivation factors more directly lead to job satisfaction because of “the need
of the individual for self-growth and self-actualization.”
The traditional view of job satisfaction entails that job satisfaction and job dissatisfaction exist on the same continuum; employees who lack reasons
to be satisfied with their jobs must be dissatisfied (Robbins and Judge, 2013).
However, hygiene and motivational factors are distinct. To Herzberg, the opposite of job satisfaction was not job dissatisfaction but no job
satisfaction. Conversely, the opposite of job dissatisfaction is no job dissatisfaction (Kacel et al., 2005).
https://www.simplypsychology.org/herzbergs-two-factor-theory.html 2/9
