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Herzberg (1968) developed the motivator-hygiene theory of job satisfaction (also known as the two-factor theory), which theorized that job satisfaction and job dissatisfaction were determined by two primary factors: (a) motivation factors for job satisfaction and (b) hygiene factors for job dissatisfaction (Dugguh & Ayaga, 2014).
Herzberg (1968) asserted that job satisfaction and job dissatisfaction were not opposites but rather separate concepts; with the opposite of job satisfaction being no job satisfaction and the opposite of job dissatisfaction being no job dissatisfaction (Dugguh & Ayaga, 2014).
Therefore, the objective would be to maximize factors that increase job satisfaction and to minimize factors that increase job dissatisfaction, thereby increasing job satisfaction and decreasing job dissatisfaction.
hygiene factors associated with job dissatisfaction: (a) motivation factors (achievement,
Herzberg's (1968, 1974) research identified the motivation factors associated with job satisfaction that were distinctly separate from the hygiene factors associated with job dissatisfaction: (a) motivation factors (achievement, recognition, work itself, responsibility, advancement, and growth) and (b) hygiene factors (company policy and administration, supervision, relationship with supervisor, work conditions, salary, relationship with peers, personal life, relationship with subordinates, status, and security) (Dugguh & Ayaga, 2014).
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