Validating Measures of Hertzberg-Two-Factor Theory in the Context of Academic staff at Kyambogo University

  • Joshua Kimata Kato Department of Education Planning & Management, Kyambogo University, P.O. Box 1, Kyambogo
  • Wilson Mugizi
  • Peter Kyozira
  • Gracious Kaazara Ariyo School of Graduate Studies and Research, Metropolitan International University P.O. Box 160, Kisoro
  • Charles Bamusibule Department of TVET Mbale Polytechnic P.O. Box 1231, Mbale
Keywords: Job satisfaction, Intrinsic, Extrinsic, Hertzberg two-factor theory, Academic Staff

Abstract

The study validated the measures of Hertzberg two-factor theory in the context of full-time academic staff at Kyambogo University. Basing on the conceptualization by Hertzberg (1951), the theory was studied in terms of intrinsic and extrinsic job satisfaction.  This cross-sectional study involved a sample of 201 from full-time academic staff at Kyambogo University, data were collected using a self-administered questionnaire. Descriptive statistics and structural equation modelling (SEM) using Smart PLS for partial least square structural equation modelling (PLS-SEM) was used to determine the measures of two-factor theory. Descriptive results indicated that two constructs of intrinsic and extrinsic job satisfaction were high. PLS-SEM indicated that the two constructs of intrinsic and extrinsic job satisfaction were appropriate measures of the Hertzberg two-factor theory. It was concluded that Kyambogo University managers promoted high level of intrinsic and extrinsic job satisfaction towards academic staff. Therefore, the study recommended that Kyambogo University managers need to ensure both intrinsic and extrinsic job satisfaction is enhanced among full-time academic staff.

References

Acosta-Prado, J. C., Tafur-Mendoza, A. A., Zárate-Torres, R. A., & Pautt-Torres, G. M. (2021). Job satisfaction and leadership behaviours brief measures: A development and validation study. International Journal of Organisational Analysis. International Journal of Organisational Analysis, ahead-of-print. http://dx.doi.org/10.1108/IJOA-03-2021-2665

AlKahtani, N., Iqbal, S., Sohail, M., Sheraz, F., Jahan, S., Anwar, B., & Haider, S. (2021). Impact of employee empowerment on organisational commitment through job satisfaction in four- and five-stars hotel industry. Management Science Letters, 11(3), 813-822. https://doi.org/10.5267/j.msl.2020.10.022

Bashir, B., & Gani, A. (2020). Testing the effects of job satisfaction on organisational commitment. Journal of Management Development, 39 (4), 525-542. https://doi.org/10.1108/JMD-07-2018-0210

Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The mediating role of job satisfaction in the relationship between FWAS and turnover intentions. Sustainability, 14(8), 4502. https://doi.org/10.3390/su14084502

Bušatlić, S. E. N. A. D., & Mujabašić, A. M. R. A. (2018). Hertzberg's two-factor theory of job satisfaction. Comparative study between private and public high school teachers in Canton Sarajevo. International Journal of Business Management & Research, 8 (6), 27-48. https://doi.org/10.24247/ijbmrdec20184

Charano, K. R., & Harijanto, S. (2015). Effect of extrinsic and intrinsic motivation factors to employee job satisfaction in PT Nutrifood Indonesia in Surabaya. iBuss Management, 3(2), 331-340

Cheung, G. W., Cooper-Thomas, H. D., Lau, R. S., & Wang, L. C. (2023). Reporting reliability, convergent and discriminant validity with structural equation modeling: A review and best-practice recommendations. Asia Pacific Journal of Management, 1-39. https://doi.org/10.1007/s10490-023-09871-y

Erarslan, A. (2021). The role of job satisfaction in predicting teacher emotions: A study on English language teachers. International Journal of Contemporary Educational Research, 8(2), 192-205. https://doi.org/10.33200/ijcer.900776

Fu, Y., Hu, D., & Liu, X. (2022). International doctoral students negotiating support from interpersonal relationships and institutional resources during covid-19. Current Issues in Comparative Education, 24(1), 26-40.

Hair Jr, J. F., Howard, M. C., & Nitzl, C. (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. Journal of business research, 109, 101-110. http://dx.doi.org/10.1016/j.jbusres.2019.11.069

Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook, 197. Springer Nature. https://doi.org/10.1007/978-3-030-80519-7

Hassan, A. I., & Romle, A. R. (2015). Intrinsic factors of job satisfaction among lecturers of Bauchi State University Gadau, Nigeria. International Journal of Administration and Governance, 1(4), 87-91.

Hertzberg, F. (2011). Hertzberg’s motivation-hygiene theory and job satisfaction in the Malaysian retail sector: the mediating effect of love money. Sunway University Malaysia: Teck Hang Tan and Amna Waheed, 16(1), 73-94.

Herzberg, F., Mausner, B., Synderman, B. (1959). The motivation to work. New York: Wiley.

Hills, D., Joyce, C., & Humphreys, J. (2012). Validation of a job satisfaction scale in the Australian clinical medical workforce. Evaluation & the health professions, 35(1), 47-76. https://psycnet.apa.org/doi/10.1177/0163278710397339

Inayat, W., & Jahanzeb Khan, M. (2021). A study of job satisfaction and its effect on the performance of employees working in private sector organizations, Peshawar. Education Research International, 2021, 1-9. https://doi.org/10.1155/2021/1751495

Kato, K.J., Mugizi, W., & Kasule, G. W. (2023). Leadership behaviours and job satisfaction of academic staff of Kyambogo University, Uganda. East African Journal of Education Studies, 6 (2), 215-229. https://doi.org/10.37284/eajes.6.2.1316

Khanna, V. (2017). Measuring job satisfaction of academicians using Hertzberg theory. Delhi Business Review, 18(2), 75-86. http://dx.doi.org/10.51768/dbr.v18i2.182201706

Krejcie, R. V., & Morgan, D. W. (1970). Sample size determination table. Educational and psychological Measurement, 30, 607-610.

Mafini, C., & Dlodlo, N. (2014). The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organization. SA Journal of Industrial Psychology, 40(1), 1-13. http://dx.doi.org/10.4102/sajip.v40i1.1166

Maier, R., Flegontov, P., Flegontova, O., Işıldak, U., Changmai, P., & Reich, D. (2023). On the limits of fitting complex models of population history to f-statistics. Elife, 12, e85492.

Malunda, P. N., Atwebembeire, J., & Ssentamu, P. N. (2021). Research supervision as an antecedent to graduate student progression in the public higher institutions of learning in Uganda. International Journal of Learning, Teaching and Educational Research, 20(5), 73-95. https://doi.org/10.26803/ijlter.20.5.

Marijani, R. Y. M. (2011). The validation of the Minnesota job satisfaction questionnaire (MSQ) in Tanzania: a case of Tanzania public service college. Age, 25(29), 27.

Martins, H., & Proenca, T. (2012). Minnesota satisfaction questionnaire-psychometric properties and validation in a population of Portuguese hospital workers. Retrieved from: http://wps.fep.up.pt/wps/wp471.pdf

Martins, H., & Proenca, T. (2012). Minnesota satisfaction questionnaire-psychometric properties and validation in a population of Portuguese hospital workers. Retrieved from: http://wps.fep.up.pt/wps/wp471.pdf

Mehrad, A., Hamsan, H. H., Ma'rof Redzuan, & Abdullah, H. (2015). The role of job satisfaction among academic staff at university. Proceeding of the 3rd Global Summit on Education GSE 2015, 9-10 March 2015, Kuala Lumpur, Malaysia.

Polo, P. P. (2016). The influence of intrinsic and extrinsic factors of working conditions on the job satisfaction (Master’s thesis, University of Jaume)

Rao, G. V., Vijayalakshmi, D., & Goswami, R. (2018). A study on factors of workplace happiness. Asian Journal of Management, 9(1), 251-260. http://dx.doi.org/10.5958/2321-5763.2018.00038.0

Roemer, E., Schuberth, F., & Henseler, J. (2021). HTMT2–an improved criterion for assessing discriminant validity in structural equation modeling. Industrial management & data systems, 121(12), 2637-2650. https://doi.org/10.1108/IMDS-02-2021-0082

Rwothumio, J., Musaazi, J. C. S., & Orodho, J. A. (2016). Academic staff perception of effectiveness of recruitment process in Kyambogo University. IOSR Journal of Research and Method in Education, 6(4), 25-32. https://doi.org/10.9790/7388-0604032532

Tomaschek, A., Lanfer, S. S. L., Melzer, M., Debitz, U., & Buruck, G. (2018). Measuring work-related psychosocial and physical risk factors using workplace observations: a validation study of the “Healthy Workplace Screening”. Safety science, 101, 197-208. http://dx.doi.org/10.1016/j.ssci.2017.09.006

Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2009). Work extrinsic and intrinsic motivation scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement, 41(4), 213. https://psycnet.apa.org/doi/10.1037/a0015167

Yusoff, W. F. W., Kian, T. S., & Idris, M. T. M. (2013). Hertzberg’s two factors theory on work motivation: does its work for today’s environment. Global journal of commerce and Management, 2(5), 18-22
Published
2024-10-25
How to Cite
Kato, J., Mugizi, W., Kyozira, P., Ariyo, G., & Bamusibule, C. (2024, October 25). Validating Measures of Hertzberg-Two-Factor Theory in the Context of Academic staff at Kyambogo University. African Journal of Education,Science and Technology, 8(1), Pg. 301-310. https://doi.org/https://doi.org/10.2022/ajest.v8i1.1081
Section
Articles