ABSTRACT
Aryee, Samuel and Yue Wah Chay, “An Examination of the
Impact of Career-Oriented Mentoring on Work Commitment Attitudes and Career Satisfaction among Professional and Managerial Employees”, British Journal of Management, 5 (1994): 241-49
Cranny, C.J., Patricia Cain Smith and Eugene F. Stone (editors), Job Satisfaction: How People Feel about Their Jobs and How It Affects Their Performance, New York: Lexington Books, 1992
Fletcher, Clive and Richard Williams, “Performance Management, Job Satisfaction and Organizational Commitment”, British Journal of Management, 7 (1996): 169-79
Geare, A.J., “Job Stress: Boon as Well as Bane”, Employee Relations, 11/1 (1989): 21-26
Herzberg, Frederick, Bernard Mausner and Barbara Bloch Snyderman, The Motivation to Work, New York: Wiley, 1959
House, Robert J. and Lawrence A. Wigdor, “Herzberg’s Dual Factor Theory of Job Satisfaction and Motivation: A Review of the Evidence and a Criticism”, Personnel Psychology, 20 (1967): 369-89
Podsakoff, Philip M. and Larry J. Williams, “The Relationship between Job Performance and Job Satisfaction” in Generalizing from Laboratory to Field Settings, edited by Edwin A. Locke, Lexington, Massachusetts: Lexington Books, 1986
Smith, Patricia Cain, Lorne M. Kendall and Charles L. Hulin, The Measurement of Satisfaction in Work and Retirement: A Strategy for the Study of Attitudes, Chicago: Rand McNally, 1969
Vroom, Victor H., Work and Motivation, New York: Wiley, 1964
Given the degree of influence of their job satisfaction theory, and the level of criticism it has generated, HERZBERG, MAUSNER & SNYDERMAN deserves to be read in the original, rather than in summary. Their monograph details how they interviewed some 200 accountants and engineers about their jobs using the critical incident technique. They concluded that job factors extrinsic to the work (pay, conditions, supervision, job security, company policy) – which they termed “hygienes” – caused job dissatisfaction if they deteriorated below an acceptable level. If they were good, dissatisfaction disappeared but there was “not much in the way of positive attitudes”. Job satisfaction itself came from factors intrinsic to the work (work itself, recognition, achievement, advancement), which they termed “motivators”.
