Job satisfaction among education professionals.ppt

Job satisfaction among education professionals Developing theory Linda Evans, School of Education, University of Leeds Research into factors influencing morale, job satisfaction and motivation Frederick Herzberg Motivation-Hygiene Theory Two-factor Theory Research on engineers and accountants in Pittsburgh, USA, in the 1960s Herzberg’s motivation-hygiene theory “In summary, two essential findings were derived from this study. First, the factors involved in producing job satisfaction were separate and distinct from the factors that led to job dissatisfaction. Since separate factors needed to be considered, depending on whether job satisfaction or job dissatisfaction was involved, it followed that these two feelings were not the obverse of each other. Thus, the opposite of job satisfaction would not be job dissatisfaction, but rather no job satisfaction; similarly, the opposite of job dissatisfaction is no job dissatisfaction, not satisfaction with one’s job. The fact that job satisfaction is made up of two unipolar traits is not unique, but it remains a difficult concept to grasp.” (Herzberg, 1968, pp.75-76) Herzberg’s motivation-hygiene theory Motivation Factors achievement recognition (for achievement) the work itself advancement responsibility Their absence does not create dissatisfaction, but a state of ‘no satisfaction’. Hygiene Factors salary supervision interpersonal relations policy administration capable of creating dissatisfaction, but not capable of satisfying Conflating Herzberg’s motivation-hygiene factors Motivation Factors achievement recognition (for achievement) the work itself promotion responsibility Herzberg’s motivation-hygiene theory Motivation Factors achievement recognition (for achievement) the work itself advancement responsibility Hygiene Factors salary supervision interpersonal relations policy administration Testing Herzberg’s theory Jennifer Nias (1981, 1989) ‘In the first (set of interviews) I simply