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Hypotheses

After conducting literature review the following hypotheses have to be tested

H1: Job satisfaction is significantly associated with extrinsic and intrinsic factors

of motivation.

H2: Extrinsic factors are significantly contributing to the overall job satisfaction.

H3: Intrinsic factors are significantly contributing to the overall job satisfaction.

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LITERATURE: Hertzbergs two factor theory segments motivation and job

satisfaction into two different groups of factors known as the hygiene factors and

motivation factors. According to Herzberg, the motivating factors are the job-

content factors that include work itself, achievement, recognition, advancement,responsibility, and possibility of growth. Hygiene factors are the job- context

factors, which include companys policy, relationship with supervision,

supervision, work conditions, salary relationship with peers and relationships

with subordinates personal life, status, and job-security. In general the theory

differentiates the factors between intrinsic-motivators and extrinsic-motivators.

The intrinsic motivators, known as the job-content factors does define things that

the people undertake in their work, their responsibility and achievements. These

are the ones that can contribute a greatly to the job satisfaction an employee

may have at work. The job-context factors are the extrinsic-factors that anemployee does not have extensive control on, they belong more to the

environment in which they work than to the nature of the work itself. Herzberg

identifies these factors as for job dissatisfaction. Hertzberg stated that because

the factors causing satisfaction may be different from those causing

dissatisfaction, the two things cant simply be treated to be opposites of each

another. The opposite of satisfaction is not dissatisfaction, but is no satisfaction.

In the same way the opposite of dissatisfaction is no dissatisfaction. Therefore

the basic premise of the Hertzberg theory is that if any manager is trying to

increase job satisfaction and job performance of an employee/co-worker, they

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need to address the factors that affect his or her job satisfaction. The direct

approach would be to work on the intrinsic job-content factors. Providing the

employee with encouragement, recognition to help them to feel more valuable

within the company as well as giving a sense of responsibility and achievement.

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CONCLUSION: With reference to the Hertzbergs two factor theory of job satisfaction, both the

components i.e. intrinsic and extrinsic would be essential but the presence of intrinsic motivating

factors like the opportunity to use abilities has more positive impact on job satisfaction. The findings of

our study will be helpful to improve the working conditions in an organization.

The study has shown the importance of motivation and job satisfaction at the

work environment. While investigating the relationship of intrinsic motivation &

extrinsic motivation and job, this research has come to similar conclusions to

what various authors have found. Unarguably the extrinsic motivation may have

the possibility to hinder intrinsic motivation and the job satisfaction. Intrinsic-

motivation was found to be in positive relationship with the to job satisfaction.

Therefore, companies need to be careful in implementing reward systems for its

employees. If they do decide to use rewards to increase performance it would be

most fruitful if they focus on rewards that can enhance intrinsic-motivation or at

least do not harm intrinsic motivation.

Finally the influence of motivational theories on intrinsic as well as extrinsic

motivation is significant. Although, number of theories used in this paper is quite

small in comparison to the total number of motivational theories available for the

academic literature. Its impact should not be unnoticed and underestimated.

Many theories have shown significant correlations with intrinsic & extrinsic

motivation. The psychological processes and thoughts that come along with

these motivational theories should be put to use in the best of managerial

capabilities to benefit out of them. Undoubtly having motivated employees willresult in having satisfied workforce. Satisfaction can be the key to decrease

employee turnover rates and in attracting new employees. It is when employees

cannot get any satisfaction they will start leaving the organization

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The following is a glance at each of the motivation factors according to Herzberg.

Achievement. An example of positive achievement might be if an employee completes a

task or project before the deadline and receives high reviews on the result, the satisfaction

the employee feels would increase. However, if that same individual is unable to finish

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the project in time, or feels rushed and is unable to do the job well, the satisfaction level

may decrease.

Recognition. When the employee receives the acknowledgement they deserve for a job

well done, the satisfaction will increase. If the employees work is overlooked or

criticized it will have the opposite effect.

Work itself. This involves the employees perception of whether the work is too

difficult or challenging, too easy, boring or interesting.

Responsibility. This involves the degree of freedom an employee has to make their own

decisions and implement their own ideas. The more liberty to take on that responsibility 9

the more inclined the employee may be to work harder on the project, and be more

satisfied with the result.

Advancement. This refers to the expected or unexpected possibility of promotion. An

example of negative advancement would be if an employee did not receive an expected

promotion or demotion.

Possibility of Growth. This motivation factor includes the chance one might have for

advancement within the company. This could also include the opportunity to learn a new

skill or trade. When the possibility/opportunity for growth is lacking or if the employee

has reached the peak or glass ceiling, as it is sometimes referred to, this could have anegative effect on the satisfaction the employee feels with their job and position.

The following are the hygiene factors, which work in the same way with positive

or negative attributes, however these factors can only have an effect on the dissatisfaction

one feels.

Company Policy or Administration. An employees perception of whether the policies

in place are good or bad or fair or not, changes the level of dissatisfaction that employee

will feel.

Personal or Working Relationships. This is those relationships one engages in with

their supervisors, peers, and subordinates. How someone feels about the interaction and

discussions that take place within the work environment can also effect dissatisfaction.Working conditions. This includes the physical surroundings that one works within,

such as the facilities or location.

Salary. This factor is fairly simple, the increase or decrease of wage or salary effects the

dissatisfaction within a company a great deal.

Feeling a Job Security. This is a pretty significant factor. The sense of job security

within a position or organization as a whole relates to the dissatisfaction as well.