ABSTRACT
The initial source of the two-factor theory was a comprehensive review of the literature on job attitudes and satisfaction undertaken by Herzberg and his associates at Psychological Service of Pittsburgh. The presentation of motivation-hygiene theory places greater emphasis on job enrichment applications. There is little question that motivation-hygiene theory is most vulnerable on the grounds that its support derives almost entirely from the critical incident method and that this method is subject to influence by defense mechanisms. The major applied outgrowth of motivation-hygiene theory has been the rejuvenation, if not the creation, of job enrichment. Orthodox job enrichment involves only the introduction of motivators into a job, not hygienes. Hygiene seekers are generally considered to be poor risks for a company, because they tend to be motivated over short time periods and require constant doses of external reward; they cannot be relied upon in crisis.
