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Data was collected using a questionnaire at two large medical practises. A sample of 50 respondents was used for the study using the convenience sampling technique. The questionnaire consisted of two sections, namely section A that comprised the demographic information and section B collected scores for job satisfaction questions on a five point scale ranging from very dissatisfied to very satisfied. Responses to individual questions were tabulated and mean scores and standard deviations were computed. Pearson’s correlation was used to determine the relationship between the dimensions of job satisfaction and overall job satisfaction. The t-test was used to ascertain the relationship between gender and the job satisfaction factors, as well as overall job satisfaction. The F-test was used to examine the relationship between age, marital status, qualifications and length of service with the job satisfaction factors and overall job satisfaction respectively. Overall the respondents were satisfied with their job. Highest satisfaction levels were experienced for working conditions, work itself and recognition. It was found that “Working Conditions” was the best predictor of overall job satisfaction followed by job security and responsibility. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 120-131). Also available via the Internet.

This paper is aimed to analyze how the Motivators in Herzberg's Two-Factor theory can be applied to a game design framework, namely the MDA-framework. This is done by evaluating a feature called Detailed Feedback System which is a gamification layer aimed towards evaluating photos from predetermined categories. The evaluation is done by letting participants use the Detailed Feedback System, and later letting them participate in an online survey on how it felt to use the feature. In this paper Self-Determination Theory and the Likert-scale is used in order to find a variance in their answers. This is later explored in a comparison matrix exploring which aspects of each theoretical framework may be the most prominent. The results are also analyzed to find variance in the final result, in order to find how significant the variance is in motivation and enjoyment, and why I conclude these findings to be positive.

Diploma thesis provides an analysis of job satisfaction in a selected company. The main goal is to monitor employees' job satisfaction in terms of all levels of management with emphasis on issues of organizational change. Possible factors of dissatisfaction should result as a by-product from the analysis. Among the methods of investigation I applied questionnaire, workshop and interview with HR manager. In conclusion, the results of each method are summarized and according to the findings of dissatisfaction I suggested measures to improve the current situation in the company.

Detaljstyrda branscher har länge präglats av hög personalomsättning och ett sätt att minska den är att ha motiverade anställda. Mellanchefen som har en viktig position i företaget har ett ansvar och kan påverka hur motiverad en anställd känner sig. Syftet med studien var därför att undersöka hur mellanchefen arbetar för att motivera sina anställda med de svårigheter som finns i en detaljstyrd verksamhet. I den här studien har fokus legat på snabbmatsbranschen och för att uppnå syftet har semistrukturerade intervjuer med fem restaurangchefer gjorts för att förstå hur de arbetar för att motivera deras anställda. Med hjälp av Herzbergs motivationsteori har vi kunnat tolka och förstå hur restaurangcheferna arbetar och konceptet McDonaldization har hjälpt oss att beskriva hur branschen fungerar. Resultatet visar att restaurangcheferna arbetar mycket med motivationsfaktorer men har ett begränsat handlingsutrymme bland hygienfaktorerna vilket också kan vara anledningen till att företaget fortfarande har hög personalomsättning. Vidare forskning kan göras på de anställda för att se vad de anser är viktiga faktorer för att trivas på arbetsplatsen, vidare forskning kan även göras på restaurangcheferna för att förstå varför de är motiverade att arbeta kvar inom en detaljstyrd verksamhet med begränsat handlingsutrymme.

In times of need for increased military capability, the Swedish Armed Forces faces in the next few years a challenge in the personnel supply, due to a shortage of newly graduated officers combined with a large number of retiring officers. To meet the demands of the increased recruitment of military officers, and being able to adapt the recruitment campaigns, an important task is first to identify what motivates young soldiers and recruits to embark on a military officer career.  The aim of this quantitative study is to investigate the motivation of Swedish recruits to apply for Military Academy Karlberg (MHS K), or what brings them to the opposite choice. To this end Herzbergs motivation-hygiene theory, and the postmodern-/modern-/paleomodern-categories of Battistelli, have been applied in order to measure motivation among recruits. The results indicate that both those recruits that have applied for MHS K, and those who have not, are motivated mostly by postmodern factors related to self-fulfilment. Applicants seem to be motivated by, for example, personal- or leadership development, while those who do not apply often have other plans usually involving civilian work and education. In addition, the study found that among those who apply, women and non-combat units appear to have a stronger postmodern motivation than men and combat units.

Level: Bachelor Thesis in Business Administration, 15 ECTS.   Department: School of Business, Society and Engineering, Mälardalen University Authors: Guillermo Berrojo Romeyro Mascarenhas (2001/06/14), Alaa Tish (1994/01/10), Aymen Safi (2000/03/27). Title: Robotic Powered Satisfaction? A Quantitative Study on The Impact of Robotization on Job Satisfaction.  Supervisor: Noushan Memar Keywords: Robotization, Robots, Job Satisfaction, Herzberg Two-Factor Theory, Employee’s Retention. Research question: To what extent does robotization impact job satisfaction? Purpose: This research attempts to verify the extent of the impact of robotization on job satisfaction as the primary goal, and the likelihood impact of the latter on employee retention as a sub-goal.  Method: Utilizing the phenomenon of robotization in the wholesale industry as the empirical context, a quantitative research approach was adopted. The primary data was collected through a questionnaire that was conducted among warehouse and terminal staff in the wholesale industry.  Conclusion: The results of this research confirm that robotization, as a phenomenon of system or process automation using robotic devices, has a significantly positive relationship with job satisfaction. The findings also suggested the notion that robotization affects more profoundly on motivating factors than hygiene factors.

In times of need for increased military capability, the Swedish Armed Forces faces in the next few years a challenge in the personnel supply, due to a shortage of newly graduated officers combined with a large number of retiring officers. To meet the demands of the increased recruitment of military officers, and being able to adapt the recruitment campaigns, an important task is first to identify what motivates young soldiers and recruits to embark on a military officer career.  The aim of this quantitative study is to investigate the motivation of Swedish recruits to apply for Military Academy Karlberg (MHS K), or what brings them to the opposite choice. To this end Herzbergs motivation-hygiene theory, and the postmodern-/modern-/paleomodern-categories of Battistelli, have been applied in order to measure motivation among recruits. The results indicate that both those recruits that have applied for MHS K, and those who have not, are motivated mostly by postmodern factors related to self-fulfilment. Applicants seem to be motivated by, for example, personal- or leadership development, while those who do not apply often have other plans usually involving civilian work and education. In addition, the study found that among those who apply, women and non-combat units appear to have a stronger postmodern motivation than men and combat units.

At a time when mainline Protestant churches in America are concerned with stagnant or declining worship attendance (Duin, 2008) a better understanding of worshippers' motivations could help church leaders plan and create positive worship experiences (Katt & Trelstad, 2009). This study extends the scope of the previous research of Katt and Trelstad by employing a larger sample of purposively selected churches. It attempts to more clearly answer the following question more clearly: What types of incidents serve as motivator and de-motivator factors in the church worship service setting? A sample of 105 church members from thirty-eight churches participated in a survey, either in person or online. The results indicate that there are motivators and de-motivators for attendees of a church worship service which are specific to the context. This research could provide practical information for churches concerned about member motivation and further extend the scope of Herzberg’s theory into another context.