Preview

Herzberg's Motivation-Hygiene Theory and Job Satisfaction in the Malaysian Retail Sector: the Mediating Effect of Love of Money

Powerful Essays
Open Document
Open Document
7902 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Herzberg's Motivation-Hygiene Theory and Job Satisfaction in the Malaysian Retail Sector: the Mediating Effect of Love of Money
Asian Academy of Management Journal, Vol. 16, No. 1, 73–94, January 2011

HERZBERG 'S MOTIVATION-HYGIENE THEORY AND JOB
SATISFACTION IN THE MALAYSIAN RETAIL SECTOR:
THE MEDIATING EFFECT OF LOVE OF MONEY
Tan Teck-Hong* and Amna Waheed
Sunway University, School of Business
5, Jalan Universiti, Bandar Sunway 46150 Petaling Jaya,
Selangor, Malaysia
*

Corresponding author: waltert@sunway.edu.my

ABSTRACT
This paper examines what motivates employees in the retail industry , and examines their level of job satisfaction, using Herzberg 's hygiene factors and motivators. In this study, convenience sampling was used to select sales personnel from women 's clothing stores in
Bandar Sunway shopping mall in the state of Selangor. The results show that hygiene factors were the dominant motivators of sales personnel job satisfaction. Working conditions were the most significant in motivating sales personnel. Recognition was second, followed by company policy and salary. There is a need to delve more deeply into why salespeople place such a high importance on money. Further analysis was performed to assess how much the love of money mediates the relationship between salary and job satisfaction. Based on the general test for mediation, the love of money could explain the relationship between salary and job satisfaction. The main implication of this study is that sales personnel who value money highly are satisfied with their salary and job when they receive a raise.
Keywords: Herzberg 's motivation-hygiene; job satisfaction; love of money, mediator, pay satisfaction, retailing, Malaysia

INTRODUCTION
This paper explores the effect of motivational variables on the job satisfaction of salespeople in the Malaysian retail sector. Retail is crucial to the economies of most countries, mainly because of its large scale at all levels; local, national and even international. The retailing sector in Malaysia has undergone continuous and significant change



References: ACNielsen. (2006). Asia Pacific retail and shopper trends. Consumer Report. Adams, J. S. (1965). Inequity of social exchanges, advances in experimental social psychology Al-Mekhlafie, M. S. (1991). A study of job satisfaction of faculty members at Sana 's University in Yemen: a systematic analysis based on Herzberg 's Alderfer, C. (1969). An empirical test of a new theory of human needs. Bailey, M. (2009). Malaysia summerfruit market overview (pp. 8–10). Victoria, Australia: Department of Primary Industries, Farm Service Victoria. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical consideration. Journal of Personality and Social Psychology, 51, 1173–1182. Bent, R., & Freathy, P. (1997). Motivating the employee in the independent retail sector Breed, M., & Breda, V. (1997). The relationship between employee motivation and job satisfaction Carr. G. (2005). Investigating the motivation of retail managers at a retail organization in the Western Cape Christopher, M. (2005). Meaningful motivation for work motivation theory. Coster, E. A. (1992). The perceived quality of working life and job facet satisfaction Cronbach, L. J. (1951). Coefficient alpha and the internal structure of test. Crossman, A. (2003). The relationships of age and length of service with job satisfaction: An examination of hotel employees in Thailand Dawson, B. (2005). Motivation leaders to better results. Journal of Rubber and Plastics, 37, 11–15. Dunnette, M. D., Campbell, J. P., & Hakel, M. D. (1967). Factors contributing to job satisfaction and job dissatisfaction in six occupational groups. Ewen, R. B., Smith, P. C., & Hulin, C. L. (1966). An empirical test of the Herzberg two-factor theory Furnham, A. (1994). National attitudes to competitiveness, money and work among young people: first, second and third world differences Graen, G. B. (1966). Motivator and hygiene dimensions for research and development engineers Heider, F. (1958). The psychology of interpersonal relations. New York: John Wiley. Hersey, P., & Blanchard, K. H. (1988). Management of organization behavior: utilizing human resource Herzberg, F. (1966). Work and the nature of man. Cleveland, OH: World Publishing Company. House, R. J., & Wigdor, L. A. (1967). Herzberg 's dual factor theory of job satisfaction and motivation: A review of the evidence and a criticism. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance Islam, R., & Ismail, A. (2008). Employee motivation: a Malaysian perspective. Ismail, A., & Zakaria, N. (2009). Relationship between international justice and pay for performance as an antecedent of job satisfaction: an empirical Klassen, R. M., Usher, E. L., & Bong, M. (2010). Teachers ' collective efficacy, job satisfaction, and job stress in cross-cultural context Kochan, T. A. (2002). Addressing the crisis in confidence in corporations: root causes, victims, and strategies for reform Kovach, K. A. (1987). What motivates employees? Workers and supervisors give different answers Lawler, E. E. (1973). Employee reactions to job characteristics. Journal of Applied Psychology, 55, 259–286. Lindsay, C. A., Marks, E., & Gorlow, L. (1967). The Herzberg theory: a critique and reformulation Locke, E. A. (1976). The supervisor as "motivator": his influence on employee performance and satisfaction Lucas, G. H. (1985). The relationship between job attitudes, personal characteristics, and job outcomes: a study of retail store managers. Maidani, E. A. (1991). Comparative study of Herzberg 's two-factor theory of job satisfaction among public and private sectors Mani, B. G. (2002). Performance appraisal systems, productivity, and motivation: a case study

You May Also Find These Documents Helpful

  • Good Essays

    MKT 452 book report

    • 1087 Words
    • 3 Pages

    This book has three sections, the first section called “three rules for the road”. The first rule Robert mentions is “ you have to have fun to become successful”. He thinks having fun is essential to success, and this would also solve the job dissatisfaction problem. Love your job, and make the working environment fun to work, could increase the salesperson’s attitude and motivation of work. Unlike other books or professors, Robert doesn’t think the motivation techniques would work for short-term or long-term success. To the contrary, he believes only self-motivators can provide job satisfaction to salesperson himself, lifetime goals can motivate long-term job satisfaction, thus you would know yourself and enjoy what you do, have enough fun instead of asking more. He has a diverse idea that he doesn’t think money could drive the motivation of the new generation, such as the graduate students from college, so he doesn’t refer to the bonus, commissions or other rewards in the textbook.…

    • 1087 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    as well as tests motivated by the work of Larkey, Smith, and Kadane (LSK). Three test statistics for…

    • 3860 Words
    • 16 Pages
    Powerful Essays
  • Better Essays

    Hong, T. T. & Waheed, A., 2011. "Herzberg 's Motivation-Hygiene Theory And Job Satisfaction in the Malaysian Retail Sector: THe Mediating Effect of Love of Money". Asian Academy of Management Journal, 16(1), pp. 73-94.…

    • 1017 Words
    • 5 Pages
    Better Essays
  • Powerful Essays

    References: Andrews, J. A., Tildesley, E., Hops, H., & Li, F. (2002). The influence of…

    • 9206 Words
    • 37 Pages
    Powerful Essays
  • Good Essays

    Costco Pay and Benefit

    • 970 Words
    • 4 Pages

    There are five major components of job satisfaction, one being monetary benefits (Ghillyer 2010). According to Ghillyer (2012) an employee’s behavior towards their pay may affect their work performance. The issue that arises with employee motivation is that management is unable to satisfy all (Ghillyer 2010). This becomes an even larger problem when employees being joining unions, resigning and being frequently absent (Ghillyer 2010).…

    • 970 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    Cultural Competence

    • 1572 Words
    • 7 Pages

    Holland, K., Jenkins, J., Solomon, J. and Whittem, S., (2003). Applying the Ropper Logan. Tierney Model in Practice. Churchill Livingstone.…

    • 1572 Words
    • 7 Pages
    Powerful Essays
  • Good Essays

    Vark Essay

    • 1078 Words
    • 5 Pages

    3) Leite, W, L., Svinicki, M, Shi, Y (2010). Attempted Validation of the Scores of the…

    • 1078 Words
    • 5 Pages
    Good Essays
  • Good Essays

    Bjelland, I., Dahl, A. A., Haug, T. T., & Neckelmann, D. (2002). The validity of the…

    • 10964 Words
    • 44 Pages
    Good Essays
  • Powerful Essays

    Judge, T., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001, May). The job-satisfaction-job…

    • 5769 Words
    • 17 Pages
    Powerful Essays
  • Best Essays

    Wolfe, D.A., Crooks, C.V., Lee, V., McIntyre-Smith, A., and Jaffe, P.G. (2003). The effects of…

    • 4845 Words
    • 20 Pages
    Best Essays
  • Good Essays

    Kimbel's Department Store

    • 473 Words
    • 2 Pages

    The theory of motivation to stimulate sales performance assumes money is a primary motivator. This form of motivation is based on content theories of motivation. With increased sales commissions, money can satisfy psychological needs, social needs, and self-esteem. Also, the expectancy and equity process theories of motivation can be applied to this situation. According to Expectancy theory, the employee is attracted to the reward being offered and believes he or she can put forth the effort necessary to achieve a level of performance that will lead to that reward (Daft & Marcic, 2010). Commission pay is an extrinsic reward that will often increase performance by sales people. Equity theory relates to sales people being compensated for their level of effort, compared to other sales people and the compensation they receive for their level of work (Daft & Marcic, 2010).…

    • 473 Words
    • 2 Pages
    Good Essays
  • Powerful Essays

    Our society holds a taboo when it comes to explicitly speaking of the desire for money. However, at the same time our behaviors implicitly show us the extent of this desire. Many people spend much time analyzing the stock market for their next bid, millions of people buy lottery tickets looking for their big break, and many people fight with their siblings over their dead parents’ fortune. And the reason we so desperately pursue the accumulation of wealth is because we believe in its positive influence. We believe it will change our lives into a better one. We think it will make us happier. (Campbell, 1981) However, this is an issue still in question and an important one especially for counseling psychology. In this field, the relationship between money and life satisfaction is essential due to its relevance to career counseling. Considering that a jobs’ financial reward and hence its socioeconomic status is influential in career orientation for some people, the clarification of such relationship becomes crucial. And in accord to the importance of this issue, there has been abundant research relating to it. However, the results seem to be mixed and confusing. The purpose of this paper is to point out the shortcomings of previous works on this issue and additionally, to provide a new scope into which will be a guide for further research on this issue.…

    • 1581 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    Smith, P.C., Kendall, L.M. and Hulin, C.L. (1969) The Measurement of Satisfaction in Work and…

    • 13663 Words
    • 55 Pages
    Powerful Essays
  • Powerful Essays

    Our observation on this certain study call center agents are motivated by the salary that they can get from their work because their salary is enough for them to buy their needs and wants so they are satisfied to it.…

    • 1219 Words
    • 5 Pages
    Powerful Essays
  • Powerful Essays

    Keeping Suzanne Chalmers

    • 1388 Words
    • 6 Pages

    The objective of this assignment is to develop the students’ understanding of the nature of how money and other financial rewards affect our needs and emotions. The students should be able to analyse the importance of performance-based rewards and identify strategies to enrich jobs.…

    • 1388 Words
    • 6 Pages
    Powerful Essays

Related Topics