Does Herzberg's motivation theory have staying power?

By Nigel Bassett-Jones, G. Lloyd. 2005

483 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/21d907a783df302e6df7d93083e517d9e13dceee

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. John Bouris
2. Ayomikun Idowu
3. Alexandros G. Sahinidis

In Social Psychology

1. John Bouris
2. Ayomikun Idowu
3. Jon Ivar Håvold
4. E. Nesset
5. Alexandros G. Sahinidis

Citations in the corpus

• Continuing professional development – why bother? Perceptions and motivations of teachers in Ireland (2016, background): “Theories of motivation, according to Bassett-Jones and Lloyd (2005), rely on one of two views of human nature: that humans are basically lazy and require external stimulation; or that true motivation can be internally stimulated.”
• Effectiveness of Performance Appraisal System and its Effect on Employee Motivation (2017, background): “Based on Herzberg‘s theory, such rewards are in the form of extrinsic rewards which can be used to boost performance (Bassett-Jones & Lloyd, 2005).”
• Factors Related to Social Service Workers' Job Satisfaction: Revisiting Herzberg's Motivation to Work (2013, unknown): “This was a radical departure from the prevailing ideas of the late 1950s surrounding work motivation which emphasized maintenance factors as the primary cause of satisfaction ( Bassett-Jones & Lloyd, 2005 ), but more recent studies support Herzberg, having found motivation factors to be most closely”
• Employee Perceived Training Effectiveness Relationship to Employee Attitudes. (2008, background): “The majority of theorists in the area of motivation argue that, there is an irrefutable link between motivation and job satisfaction and motivation with employee commitment to the organization (Basset-Jones and Lloyd, 2005; Chen et al., 2004; Lok and Crawford, 2004; Pool and Pool, 2007).”
• From safety culture to safety orientation: Validation and simplification of a safety orientation scale using a sample of seafarers working for Norwegian ship owners (2009, background): “Bassett-Jones and Lloyd (2005) demonstrated that despite valid criticisms of Herzberg’s two-factor theory, it still had utility nearly 50 years after it was first developed.”