Hygiene factors are perceived as extrinsic factors (Herzberg et al., 1959; Herzberg, 1966). There are the quality of supervision, rate of pay, company policies, physical working condition, relations with others, and job security.
Quality of supervision: refers tothe perceptionsor attitudes of employees toward their supervisors (Herzberg et al., 1959; Herzberg, 1966). Negative perception and relationship can influence on lower job satisfaction and commitment (Mardanov and Heischmidt, 2009; Mardanov, Sterrett, and Baker, 2007).
Pay: refers to all sequences of events in which compensation play role. The research has shown that the compensation does not have a long-term motivational effect on job satisfaction (Herzberg,1992).
Company Policies:Herzberg …show more content…
The research is examined what motivates employees in the retail sector and their job satisfaction level by using Herzberg’s two-factor theory. In the study, their target population is sales personnel from ladies cloth stores in the shopping mall of Bandar Sunway. Because of retailing is subject to various problems and challenges such as intense competition in price, modern retail format, consumers demands, and changing in shopping patterns so most retailers try to meet the challenge. Retailer are struggling to change their mode of marketing strategy to suit the preferences of consumer and Malaysian consumers become to have more knowledge about retail strategy, not easily influenced by advertising and promotions. Moreover, the expansion of retail industry comes into play the issue of how retailers are striving to capture and retain their best staffs.Therefore, the research has explored what factors motivates sales personnel in the retail industry in order to motivate them to high level of job satisfaction. The research result has shown that sales personnel are motivated by hygiene factors in term of job satisfaction than motivation factors. The highest significant level on job satisfaction is the working condition of the ladies cloth store. Recognition in doing a job is the second factor, followed by the company policies, and the rate of
Quality of supervision: refers tothe perceptionsor attitudes of employees toward their supervisors (Herzberg et al., 1959; Herzberg, 1966). Negative perception and relationship can influence on lower job satisfaction and commitment (Mardanov and Heischmidt, 2009; Mardanov, Sterrett, and Baker, 2007).
Pay: refers to all sequences of events in which compensation play role. The research has shown that the compensation does not have a long-term motivational effect on job satisfaction (Herzberg,1992).
Company Policies:Herzberg …show more content…
The research is examined what motivates employees in the retail sector and their job satisfaction level by using Herzberg’s two-factor theory. In the study, their target population is sales personnel from ladies cloth stores in the shopping mall of Bandar Sunway. Because of retailing is subject to various problems and challenges such as intense competition in price, modern retail format, consumers demands, and changing in shopping patterns so most retailers try to meet the challenge. Retailer are struggling to change their mode of marketing strategy to suit the preferences of consumer and Malaysian consumers become to have more knowledge about retail strategy, not easily influenced by advertising and promotions. Moreover, the expansion of retail industry comes into play the issue of how retailers are striving to capture and retain their best staffs.Therefore, the research has explored what factors motivates sales personnel in the retail industry in order to motivate them to high level of job satisfaction. The research result has shown that sales personnel are motivated by hygiene factors in term of job satisfaction than motivation factors. The highest significant level on job satisfaction is the working condition of the ladies cloth store. Recognition in doing a job is the second factor, followed by the company policies, and the rate of