Employees Locked at Home: Revisiting Motivation Theory-An Analytical Study

Abstract

The performance of an organization is crucial for its survival in today's highly competitive environment. Employees and employee performance are the main contributors to an organization's success. Any employer's role includes ensuring high employee satisfaction to attract high-quality employees and boost productivity. Herzberg's two-factor theory is one of the most well-known hypotheses about organizational motivation factors. Frederick Herzberg’s dual-factor principle is used by establishments around the globe and understanding how it works will go a long way towards enhancing the lives of workers and the competitiveness of an organization. One of the leading roles management plays is to improve employee productivity and managers are increasingly wondering how to stimulate their employees and improve their performance and contributions. The aim of this work is, therefore, in the context of Herzberg's two-factor theory, to study the job satisfaction of Employees Working from Home.   It will examine the difference between motivator and job satisfaction hygiene factors among Employees working from home. The tool used for collecting data was an improved version of the Minnesota Satisfaction Questionnaire (MSQ) conducted on the sample of 88 Employees Working from Home. Collected questionnaires were analyzed by using the statistical program: Statistical Package for Social Sciences (SPSS), particularly descriptive statistics and a range of statistical techniques. Furthermore, the study discovered that other hygiene and motivator factors, aside from Salary, Status, Work Conditions, Interpersonal relationships with Subordinates, and Possibility for Personal Growth, do not significantly predict the job satisfaction of participants. However, when all hygiene and motivator factors are considered individually, they all significantly correlated with job satisfaction.