Abstract
The objective of this study is to identify the main motivational factors for employees from Jordanian private and public hospitals to see what kind of factors will manifest a higher impact on the overall level of motivation. Also, the paper aims to analyze the potential differences in the opinions of employees from the public vs. private hospitals regarding the main growth and hygiene motivational factors. A structural equation model was used to empirically test the Herzberg’s two-factor theory of work motivation. This study is based on a sample of 325 employees from 6 hospitals in Jordan.
The findings of research support the two-factor theory of work motivation, revealing that both hygiene and growth motivation factors manifest a positive impact on the overall degree of motivation.
The empirical results revealed that growth factors manifested a higher impact on the overall level of motivation comparative with the hygiene factors, but both of them generate increasing the level of motivation.
Regarding the hygiene factors, rewards have a higher impact on motivation, while the well-defined mission statement of the company, having the necessary information for performing tasks, and receiving vocational education at the workplace are considered to be the growth factors with a highest impact on overall motivation of employees.
Analyzing the differences between employees from private and public hospitals regarding the main motivational factors, it is worth to mention that there are not statistical differences between the opinions of employees from public and private hospitals regarding wage, rewards or interpersonal relations, highlighting that not financial incentives are the main reason for the decision of people to work in a private hospital.
But regarding the growth factors, employees from private hospitals in Jordan declared to be more motivated by having a listener of their ideas, thoughts and suggestions, by receiving encouragement or receiving training for their tasks.
This implies that in order to get motivated employees, management needs to give their employees knowledge, information and training. By creating such a context, the intrinsic value of employees is likely to improve, and they will be able to advance in their occupational role.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
AbuAlRub, R. F., & Al‐Zaru, I. M. (2008). Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses. Journal of Nursing Management, 16(3), 227–236.
AbuAlRub, R. F., Omari, F. H., & Al-Zaru, I. M. (2009). Support, satisfaction and retention among Jordanian nurses in private and public hospitals. International Nursing Review, 56(3), 326–332.
AbuAlRub, R. F. (2010). Work and non-work social support and intent to stay at work among Jordanian hospital nurses. International Nursing Review, 57(2), 195–201.
Al-Faouri, I., Al-Ali, N., & Al-Shorman, B. (2014). The influence of emotional intelligence training on nurses? Job satisfaction among Jordanian nurses. European Journal of Scientific Research, 117(4), 486–494.
Band, G., Shah, N. V., Sriram, R., Appliances, E. (2016, September). Herzberg two factor theory among the management faculty in Nagpur city. In International Conference on Management and Information Systems (Vol. 23, p. 24).
Franco, L. M., Bennett, S., Kanfer, R., & Stubblebine, P. (2004). Determinants and consequences of health worker motivation in hospitals in Jordan and Georgia. Social Science Medicine, 58(2), 343–355.
Herzberg, F. (1971). Work and the nature of man. New York: World Publishing.
Herzberg, F., Mausner, B., & Bloch Snyderman, B. (2005). The motivation to work. Piscataway, NJ: Transaction Publishers.
Kontodimopoulos, N., Paleologou, V., & Niakas, D. (2009). Identifying important motivational factors for professionals in Greek hospitals. BMC Health Services Research, 9(1), 1.
Lambrou, P., Kontodimopoulos, N., & Niakas, D. (2010). Motivation and job satisfaction among medical and nursing staff in a Cyprus public general hospital. Human Resources for Health, 8(1), 1.
Lo, L. Y. S., Lin, S. W., & Hsu, L. Y. (2016). Motivation for online impulse buying: A two-factor theory perspective. International Journal of Information Management, 36(5), 759–772.
Lundberg, C., Gudmundson, A., & Andersson, T. D. (2009). Herzberg's two-factor theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism Management, 30(6), 890–899.
Mrayyan, M. T. (2005). Nurse job satisfaction and retention: comparing public to private hospitals in Jordan. Journal of Nursing Management, 13(1), 40–50.
Mrayyan, M. T. (2008). Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals. Journal of Research in Nursing, 13(3), 220–233.
Mrayyan, M., & Al-Faouri, I. (2008). Nurses’ career commitment and job performance: Differences across hospitals. Nursing Leadership, 21(2), 101–117.
Muslim, N. A., Dean, D., & Cohen, D. (2016). Employee job search motivation factors: An evidence from electricity provider company in Malaysia. Procedia Economics and Finance, 35, 532–540.
Ruthankoon, R., & Olu Ogunlana, S. (2003). Testing Herzberg's two-factor theory in the Thai construction industry. Engineering, Construction and Architectural Management, 10(5), 333–341.
Saleh, A., Darawad, M., & Al-Hussami, M. (2014). Organizational commitment and work satisfaction among Jordanian nurses: A comparative study. Life Science Journal, 11(2), 31–36.
Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of motivation and satisfaction: An empirical verification. Annals of Data Science, 3(2), 155–173.
Schneider, F., Buehn, A., & Montenegro, C. (2010). Shadow economies all over the world: New estimates for 162 countries from 1999 to 2007. Discussion Paper. World Bank.
Singer, M. F. (2016). A quantitative study of job satisfaction as it relates to educational level of law enforcement officers. Scottsdale, AZ: Northcentral University.
*** Stata 13 Software.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2018 Springer International Publishing AG
About this chapter
Cite this chapter
Davidescu, A.A. (2018). An Empirical Analysis of Herzberg’s Two-Factor od Work Motivation Applied on Hospital Employees in Jordan. In: Văduva, S., Fotea, I., Thomas, A. (eds) Solutions for Business, Culture and Religion in Eastern Europe and Beyond. Springer, Cham. https://doi.org/10.1007/978-3-319-63369-5_2
Download citation
DOI: https://doi.org/10.1007/978-3-319-63369-5_2
Published:
Publisher Name: Springer, Cham
Print ISBN: 978-3-319-63368-8
Online ISBN: 978-3-319-63369-5
eBook Packages: Business and ManagementBusiness and Management (R0)