Graduate eses and Dissertations Iowa State University Capstones, eses and Dissertations 2009 Re-examination of Herzberg's Two-Factor eory of Motivation in the Korean Army Foodservice Operation Sungmin Hyun Iowa State University Follow this and additional works at: hps://lib.dr.iastate.edu/etd Part of the Food and Beverage Management Commons is esis is brought to you for free and open access by the Iowa State University Capstones, eses and Dissertations at Iowa State University Digital Repository. It has been accepted for inclusion in Graduate eses and Dissertations by an authorized administrator of Iowa State University Digital Repository. For more information, please contact [email protected]. Recommended Citation Hyun, Sungmin, "Re-examination of Herzberg's Two-Factor eory of Motivation in the Korean Army Foodservice Operation" (2009). Graduate eses and Dissertations. 10510. hps://lib.dr.iastate.edu/etd/10510
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Graduate Theses and Dissertations Iowa State University Capstones, Theses andDissertations
2009
Re-examination of Herzberg's Two-Factor Theoryof Motivation in the Korean Army FoodserviceOperationSungmin HyunIowa State University
Follow this and additional works at: https://lib.dr.iastate.edu/etd
Part of the Food and Beverage Management Commons
This Thesis is brought to you for free and open access by the Iowa State University Capstones, Theses and Dissertations at Iowa State University DigitalRepository. It has been accepted for inclusion in Graduate Theses and Dissertations by an authorized administrator of Iowa State University DigitalRepository. For more information, please contact [email protected].
Recommended CitationHyun, Sungmin, "Re-examination of Herzberg's Two-Factor Theory of Motivation in the Korean Army Foodservice Operation"(2009). Graduate Theses and Dissertations. 10510.https://lib.dr.iastate.edu/etd/10510
Re-examination of Herzberg’s Two-Factor Theory of Motivation
in the Korean Army foodservice operations
by
Sungmin Hyun
A thesis submitted to the graduate faculty
in partial fulfillment of the requirements for the degree of
MASTER OF SCIENCE
Major: Foodservice and Lodging Management
Program of Study Committee: Haemoon Oh, Co-major Professor
Robert H. Bosselman, Co-major Professor Miyoung Jeong Mack C Shelley
Iowa State University
Ames, Iowa
2009
ii
TABLE OF CONTENTS
LIST OF FIGURES ii
LIST OF TABLES iii
ABSTRACT iv
CHAPTER 1. INTRODUCTION 1 1.1 Introduction 1 1.2 Purpose of the Study 3 1.3 Significance of the Study 4 1.4 Definition of Terms 5
CHAPTER 2. LITERATURE REVIEW 6 2.1 Introduction 6 2.2 Non-commercial Foodservice Operation 6 2.3 Herzberg’s Two-Factor Theory of Motivation 8 2.4 Theories related to Motivation and Job Satisfaction 9 2.5 Factors Influencing Job Satisfaction 11 2.6 Measuring Job Satisfaction 12 2.7 Summary 14
CHAPTER 3. METHODOLOGY 16 3.1 Study Sample 16 3.2 Questionnaire Design 17 3.3 Data Collection 20 3.4 Data Analysis 20
CHAPTER 4. RESULTS 22 4.1 Profile of Respondents 22 4.2 Predicting Job Satisfaction 23 4.2.1 Comparison of job satisfaction for two different groups 4.2.2 Comparison of job satisfaction among different rank groups 4.3 Re-examination of Herzberg’s Two Factor theory of Motivation 25 4.4 Priority of Motivation Factors 29
CHAPTER 5. DISCUSSION AND CONCLUSION 33 5.1 Implication 33 5.2 Conclusion 36 5.3 Limitation and future study 36 APPENDIX A. COVER LETTER 39APPENDIX B. SURVEY INSTRUMENT 41
iii
APPENDIX C. STATISTIAL RESULTS 47 BIBLIOGRAPHY 49 ACKOWLEDGEMENTS 54
iv
LIST OF FIGURES
Figure 1. The organizational structure of the Third Army Corps for sampling process 16
v
LIST OF TABLES
Table 1. Measures of Intrinsic and Extrinsic Satisfaction of MSQ 19 Table 2. Demographic information of the respondents in the two groups 22 Table 3. Comparison of job satisfaction between two sample groups 23 Table 4. Simple statistics regarding job satisfaction 24 Table 5. Tamhane multiple comparisons of job satisfaction scores by the different rank
groups 25 Table 6. Results of factor analysis on motivators and hygiene factors 27 Table 7. Cronbach’s alpha for motivators and hygiene factors 28 Table 8. The effects of motivators and hygiene factors on job satisfaction 29 Table 9. Regression results for predicting job satisfaction for each sample group 32
vi
ABSTRACT
The validity of Herzberg’s Two-Factor Theory of Motivation was tested empirically
by using the data obtained from foodservice soldiers and logistics officers serving in the
Korean Army foodservice operation. This study also attempts to compare general job
satisfaction between both sample groups and assess the effect of Herzberg’s motivators and
hygiene factors on general job satisfaction so as to prioritize the importance of the motivation
factors. The results showed there was a statistically significant difference in job satisfaction
between the foodservice soldiers and logistics officers. Additionally, the results regarding
Herzberg’s Two-Factor Theory were quite opposite between the two sample groups.
Foodservice soldiers showed that hygiene factors were more powerful predictors of general
job satisfaction than motivators. On the other hand, motivators had a more significant
association with logistics officers’ general job satisfaction than hygiene factors. A multiple
regression model including 15 different motivation factors was used to evaluate the relative
importance of the 15 motivation factors. For foodservice soldiers, human supervision and
independence factors were ranked first and second, respectively. Whereas, achievement and
working condition factors were identified as the most important motivation factors for
logistics officers to boost general job satisfaction.
Key Words: motivators; hygiene factors; job satisfaction; Two-Factor Theory of
Motivation, Herzberg; foodservice
1
CHAPTER 1. INTRODUCTION
1.1 Introduction
Researchers have given considerable attention to employee job satisfaction because it
is closely related to the quality of the employee’s life. Jenner (1994) insisted that increasing
the employee’s job satisfaction or morale is an important technique for eliminating
absenteeism, reducing turnover, and eventually raising productivity. Barber (1986) found that
job dissatisfaction was associated with greater absenteeism and higher turnover rates. With
high job satisfaction, the employee tended to show stronger organizational commitment and
higher intention to remain with the company. The reverse occurred with low job satisfaction
(McFillen, Riegel, & Enz, 1986).
Although research on the topics of work motivation and job satisfaction has been
conducted for more than 60 years in various commercial foodservice industries (Agriesti-
Rank First Private 36.89 0 Corporal 33.48 0 Sergeant 29.63 0 Second Lieutenant 0 16.52 First Lieutenant 0 66.08 Captain 0 17.40 1 Number of respondents (n): foodservice soldiers = 490; logistics officers = 115.
Demographic information is given in Table 2. Because the Korean army had
conscripted only males for soldiers, there was no female soldier in the sample.
Approximately 87% of the foodservice soldiers’ ages were between 21 and 23. The notable
23
feature of demographic information of the participants is that as the rank for the foodservice
soldiers was increased, the proportion of the work force decreased.
4.2 Predicting job satisfaction
4.2.1 Comparison of job satisfaction for two different groups
An independent-sample t-test was conducted to compare the mean scores of job
satisfaction between foodservice soldiers and logistics officers (See Table 3), which was to
answer the first research question in this study. The test result was significant, t (603) = -
11.32, p < .00. The mean job satisfaction score for foodservice soldiers (M = 2.85, SD = .36)
was significantly lower than that for logistics officers (M = 2.92, SD = .36). The 95%
confidence interval for the difference in mean job satisfaction scores ranged from -8.33 to -
5.86.
Table 3. Comparison of job satisfaction between two sample groups
Group n Meana SD t-value p-value Foodservice soldiers 490 2.85 .36
-11.32 0.00** Logistics officers 115 2.92 .36
a 1 not satisfied, 2 only slightly satisfied, 3 satisfied, 4 very satisfied, 5 extremely satisfied Note: df = 603 4.2.2 Comparison of job satisfaction among different rank groups
Table 4 and 5 present the results of one-way ANOVA conducted to test differences in
job satisfaction scores among the military rank groups, which was to address the second
research question of the study. The independent variables were six different ranks: first
private, corporal, sergeant, second lieutenant, first lieutenant, and captain. The dependent
variable was average job satisfaction measured by a revised long form of MSQ. The
ANOVA result was significant, with F (5, 598) = 51.67, p < 0.001, and the model explained
24
32% of the variance in the satisfaction score. This means there was a significant difference in
the job satisfaction level among the different soldier groups.
<.001 <.001 <.001 .32 .38 Note: Bartlett's test for equal variances: chi2 (5) = 12.81, p = .025 1 Mean difference; 2 p-value 4.3 Re-examination of Herzberg’s Two Factor Theory of Motivation
One of Herzberg’s assertions was that if employees were to be motivated in order to
boost job performance and thus to increase productivity in workplaces, motivators should
satisfy the workers. He also insisted that if hygiene factors existed in workplaces, it would
increase the worker’s job satisfaction, but without increasing productivity. These assertions
were confirmed by Chitiris (1984) who argued that professional, skilled workers in hospitals
supported Herzberg’s theory. However, it is logical to assume that unskilled, non-
professional employees are much more likely to hold seasonal and temporary positions-, and,
thus, it is expected that motivators (job-centered factors) may not result in job satisfaction as
much as hygiene factors (environmental-centered factors) (Chitiris, 1988).
26
Thus, it is obvious that Herzberg’s Two-Factor Theory of Motivation needs to be re-
examined to see whether motivators had a more significant relationship with job satisfaction
than hygiene factors, according to characteristics of workers. This addresses the third
research question of this study. In the Korean military Army foodservice operations, logistics
officers usually oversee overall foodservice operations and professional issues regarding
procurement and contracts with outside organizations, but they lack specific skills to prepare
foods or use foodservice equipment. On the other hand, foodservice soldiers are responsible
for preparing foods and maintaining dining facilities. Due to these job characteristics, the
effects of motivators and hygiene factors need to be examined in this study.
Even if the reliability and validity of MSQ were already justified in the MSQ manual
(Weiss, et al., 1967), factor analysis and internal consistency test were conducted again for
this study to show that different survey items loaded on the same subscale, because MSQ
scales were applied to a very unique situation, the Korean Army foodservice. The principal
factor analysis results for each subscale on MSQ showed that each subscale consisted of a
single underlying common factor because there was only one eigenvalue exceeding 1 (See
Appendix C for summary results). Furthermore, each of the question items had a
communality value of at least 50% to a maximum of nearly 79% of the variability “explained”
by the linear combination of the items loading on the same factor. Thus, the factor analysis
supported summing items of subscales (Allen & Yen, 2002). The reliability coefficient (α) of
each subscale ranged from .838 to .859 (See Appendix C), which was acceptable (See
Chapter 3.4). Thus, the summed score of each subscale (each motivation factor) could be
justified because the internal consistency reliabilities of the revised MSQ were all strong.
27
Likewise, factor analysis and Cronbach’s alpha were applied to all subscales of both
motivators and hygiene factors. The principal factor analysis results for both the motivators
and hygiene subscales demonstrated that each subscale consisted of a single underlying
common factor. This is evident from the fact that in each case there was only one eigenvalue
(for Factor 1) that exceeded 1 (See table 6 and Appendix C). Furthermore, each of the
motivator and hygiene factor items had a communality value of, at least 51% to a maximum
of nearly 76% of the variability “explained” by the linear combination of the items on the
same factor. Hence, the factor analysis supported that the summation scores of motivators
and hygiene factors were valid (Allen & Yen, 2002).
Table 6. Results of factor analysis on motivators and hygiene factors
Human supervision 10 30 50 70 90 .85 2.83 56.69Working condition 13 33 53 73 93 .77 3.89 77.70*All subscales of MSQ resulted in an acceptable single-factor structure as shown in the table.
2. Internal consistency reliability for each subscale
Item rest correlation Average inter-item correlation Alpha
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ACKNOWLEDGEMENTS
I would like to take this opportunity to express my thanks to those who helped me
with various aspects of conducting research and the writing of this thesis. First and foremost,
Dr. Haemoon Oh for his guidance, patience and support throughout this research and the
writing of this thesis. His insights and words of encouragement have often inspired me and
renewed my hopes for completing my graduate education. I would also like to thank my
committee members for their efforts and contributions to this work: Dr. Miyoung Jeong and
Dr. Mack C. Shelley. I would additionally like to thank Dr. Jaekwang Kim for his guidance
in terms of the statistical analysis. Most importantly, I would like to express my appreciation
to God who has always protected and guided me through my whole life.