In recent years, various sectors have reported difficulties in recruiting and retaining skilled staff. Recognition of achievements, good leadership and opportunities for personal development are factors that contribute to increased motivation of employees and reduce the need to seek other jobs. These factors are reflected in the organizational culture of a workplace. This study aims to examine how work motivation is maintained in relation to the prevailing organizational culture in two different workplaces based on Herzberg's dual-factor theory and theories of organizational culture. The aim is to gain a deeper understanding of the effects of organizational culture on work motivation while testing Herzberg's theory. Key questions in the study concern hypothesis testing and informants' subjective experiences of how organizational culture satisfies different types of factors that promote or inhibit work motivation. Previous research shows that organizational culture has a central role in how work motivation is achieved in an organization. Further research addresses how different factors influence both positively and negatively employees' work motivation/engagement. This study is based on qualitative interviews with informants from two different workplaces where the hypothesis is that "workplace 1" seems to have more motivated employees than "workplace 2" in relation to how they work with organizational culture and how the outcome of that reflects employees' work motivation. The study confirms the hypothesis and shows that organisational culture in the cases studied is of significant relevance to employees' perceived work motivation. The study thus contributes further knowledge on how active work on organisational culture leads to motivated employees, which in turn to some extent counteracts the employees' need to change their workplace. The study also confirms Herzberg's dual-factor theory as useful for the purpose of the study. / Under senare år har olika sektorer vittnat om svårigheten att rekrytera och behålla kompetent personal. Att få erkännande för sina prestationer och ett gott ledarskap och möjligheten till personlig utveckling är faktorer som bidrar till ökad arbetsmotivation hos medarbetare och som minskar behovet av att söka sig till andra arbetsplatser. Dessa faktorer återfinns i organisationskulturen på en arbetsplats. Denna studie ämnar att utifrån Herzbergs tvåfaktorsteori och teorier om organisationskultur undersöka hur arbetsmotivation upprätthålls i förhållande till rådande organisationskultur på två olika arbetsplatser. Syftet är att erhålla en fördjupad förståelse för organisationskulturens effekter på arbetsmotivation samtidigt som studien testar Herzbergs teori. Centrala frågeställningar i studien handlar om hypotesprövning och informanternas subjektiva upplevelser av hur organisationskulturen tillfredsställer olika typer av faktorer som främjar eller hämmar arbetsmotivation. Tidigare forskning visar att organisationskulturen har en central del i hur arbetsmotivation uppnås i en organisation. Ytterligare forskning tar upp hur olika faktorer inverkar både positivt och negativt på medarbetares arbetsmotivation/arbetsengagemang. Denna studie baseras på kvalitativa intervjuer med informanter från två olika arbetsplatser där hypotesen är att “arbetsplats 1” verkar ha mer motiverade medarbetare än “arbetsplats 2” i förhållande till hur de arbetar med organisationskulturen och hur resultatet av det speglar medarbetarnas arbetsmotivation. Studien bekräftar hypotesen och visar att organisationskulturen i de undersökta fallen är av betydande relevans för medarbetarnas upplevda arbetsmotivation. Studien bidrar på så sätt med ytterligare kunskap om hur aktivt arbete med organisationskultur bringar motiverade medarbetare, vilket i sin tur i viss mån motverkar medarbetarnas behov av byte av arbetsplats. Studien bekräftar också Herzbergs tvåfaktorsteori som användbar för studiens avseende.

Significant costs are associated with the turnover rate of certified nursing assistants (CNAs) in skilled nursing facilities (SNFs), and turnover impacts the quality of care for residents of the SNFs through disruption of care. The purpose of this quantitative cross-sectional study was to identify the leadership characteristics of supervisors most associated with the job satisfaction (JS) of CNAs in SNFs. Herzberg's dual factor theory was used as the theoretical framework to explain the relationship between the leadership characteristics and the associated JS. The research question was used to examine the independent variables of trust, teamwork, supportive supervision, leader-follower relationships, and empowerment of supervisors in SNFs that help predict the dependent variable, JS of CNAs. A random sampling of the population of CNAs from 120-bed SNFs located in Florida completed online surveys that included the Organizational Trust Inventory, the Conditions for Work Effectiveness Questionnaire II, and the Benjamin Rose Nurse Assistant Job Satisfaction Scale. Multiple linear regression was used to analyze data to determine the effects of the leadership characteristics on the JS of CNAs in SNFs. Results indicated that the increased levels of trust negatively impact the JS of the CNAs, whereas increased levels of empowerment increase JS. Implementing strategies to address the needs of CNAs positively impacts society by improving the lives of the workers and increasing CNA retention, thus improving the lives of vulnerable members of society through enhanced quality of care.

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration / D. Admin.

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration and Management / D. Admin.