惩教人员的流动率——基于马斯洛需求层次和双因素理论的研究.docVIP

惩教人员的流动率——基于马斯洛需求层次和双因素理论的研究 Correctional Officer Turnover: of Maslow’s Needs Hierarchies and Herzberg#39;s Motivation Theory This article discusses correctional officer turnover in terms of traditional tierces of motivation. It does so by calling on the content theories of Maslow’s hierarchy of needs and Herzberg#39;s motivation-hygiene theory. These two theories explain why correctional officer choose to leave when their needs cannot be met. Undoubtedly, many organizations know that employee turnover negatively impacts productivity. Mobley described employee turnover as a potentially costly phenomenon facing many organizations. The study of employee turnover can be conceptually understood by assessing work attitudes such as job satisfaction. Several studies have found Job satisfaction to be related to employee turnover, particularly voluntary turnover. Other work attitudes that have also been shown to impact turnover include organizational commitment, intentions to leave, and perceived alternative employment and other elements. This article focuses on how the concepts of Maslow hierarchy of needs and Herzberg#39;s motivation-hygiene theory can be applied to understanding the problem of high correctional officer turnover by shedding light on work attitudes such as satisfaction. While Maslow suggested that needs, which drive behaviors associated with work attitudes (e. g., satisfaction), can be assigned to various levels, Herzberg made the distinction that needs that influence work attitudes can be met intrinsically or extrinsically. Thus, applying each theory provides a unique perspective on satisfaction in the form of the level and the type of satisfaction to be measured. The utilitarian perspective of job satisfaction presupposes that the satisfaction or dissatisfaction of employees can lead to behaviors that affect the functioning of the organization. One example of what this would mean is that increased productivity within an organization i