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 since 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 satisfaction.
Motivation Factors
Herzberg et. al. (1959) argues that motivation factors are necessary to improve
job satisfaction. These motivators, according to Herzberg, are intrinsic to the job
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 since 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 satisfaction.
Motivation Factors
Herzberg et. al. (1959) argues that motivation factors are necessary to improve
job satisfaction. These motivators, according to Herzberg, are intrinsic to the job
