The Herzberg Two-Factor theory is a general and broad model encompassing all the
twelve factors, this study aimed to revalidate said model by testing it through factor analysis to
arrive at a model that separates these factors into internal and external which can be associated to
hygiene and motivation factors to give insight to DFA employees to refocus vision to internal and
external factors.
Through the Confirmatory Factor Analysis, the newly found factors were formed based
on the factors that were included in Herzberg’s Two-Factor Theory which was used as the
theoretical framework of this study. However, there are certain factors that has relationship with
each other and that they were combined using Exploratory Factor Analysis to narrow down the
focus and responsibility of offices towards job satisfaction.
The two-way job satisfaction factors framework for DFA incorporates a classification that
effectively separates the factors more intrinsic to the organization (Internal Factors) relates to
motivation factors which are more personal and individual-centered, directly related to an
employee's perceptions, emotions, and behavior within the workplace. While hygiene factors can
be linked from those with an environmental impact (External Factors) influences that stem from
the broader organizational structure, policies, and environmental elements beyond an individual
employee's direct control. This division allows for a more systematic analysis of the various
components influencing job satisfaction. Furthermore, Mitsakis and Galanakis (2022) provided
an insight to some factors that plays a significant role in boosting the satisfaction and motivation
of employees together with the strongest predictors that perceived by the employees’ job
satisfaction.
As the result of factor analysis conducted by the study, newly developed factors can be
linked to the factors included in the Two-Factor Theory of Herzberg. Career fulfillment and
organizational pride relates to advancement and personal growth, interpersonal relations and
communication can be associated with co-workers’ relations and supervisor’s quality and work
autonomy and management is aligned with status and responsibility. Additionally, feedback
mechanism and reward system in which it was related to recognition, compensation and
achievements while work orientation and dynamics relates to working condition and work itself.
Lastly, adherence to legal compliance shares the same insight with company policy and rule.
Based on this factors that have been formulated, each theme plays a significant role in
determining job satisfaction within an organizational context especially in DFA which shares the
same insight in the Herzberg theory that was mentioned in the study of Mitsakis and Galanakis
(2021).
The newly developed factors of job satisfaction as a result of the factor analysis, were
narrowed down into two major categories, the internal and external factors. These factors allows
for a more systematic analysis of the various components influencing job satisfaction of
employees. This is consistent with the study made by the World of Works Projects in 2021 when
they revealed that Herzberg's Two-Factor Theory was considered as a fundamental principle in
an organizational setting that further explain the connection of hygiene and motivational factors
of Herzberg.