The Two-factor theory, also known as the motivation-hygiene theory, was developed by psychologist Frederick Herzberg in 1959 to explain job satisfaction and employee motivation. The theory posits that there are two distinct sets of factors that influence workplace attitudes: satisfiers, which lead to job satisfaction, and dissatisfiers, which do not necessarily motivate but can lead to a lack of satisfaction if present. Satisfiers, or motivators, relate to the job content and include ... Herzberg's Two-Factor Theory, also known as the Motivation-Hygiene Theory, was developed by psychologist Frederick Herzberg in the 1950s and 1960s. This influential theory suggests that job satisfaction and job dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. The two-factor theory states that job satisfaction and dissatisfaction are caused by different factors that act independently of each other. It was developed by psychologist Frederick Herzberg, who identified motivators (intrinsic to the work) and hygiene factors (extrinsic to the work) as the two sets of factors. Herzberg’s two-factor theory outlines that humans are motivated by two things: motivators and hygiene factors (see Figure 1). These two factors are both critical to motivation: motivators encourage job satisfaction and hygiene factors prevent job dissatisfaction.
