TESTING EMPLOYEE MOTIVATION BASED ON HERZBERG'S MOTIVATION-HYGIENE THEORY IN SELECTED THAI COMMERCIAL BANK

Scope and Method of Study. This study was designed to examine employee motivation based on Herzberg's motivation-hygiene theory in selected Thai commercial banks. The purpose of the study was to identify those factors which contributed to job satisfaction and job dissatisfaction. Questionnaires were completed by 385 employees from the four largest banks in Bangkok, Thailand. Respondents were asked to check 29 positive meaning items which caused them to feel satisfied about their job and also to check 29 negative meaning items which caused them to feel dissatisfied about their job. Responses were analyzed and coded according to Herzberg's six motivation and ten hygiene categories. Eight hypotheses were tested in this study.;Findings and Conclusions. The first hypothesis was not rejected, but the other seven hypotheses were all rejected. The motivation-hygiene theory were partially supported by the data. Four motivation factors (achievement, recognition, advancement, and work itself), and seven hygiene factors (company policies and administration, interpersonal relations-supervisor, interpersonal relations-peers, interpersonal relations-subordinates, job security, personal life, and working conditions) were found to be statistically significant as primarily related to job satisfaction for all respondents. Responsibility was significant as a dissatisfier rather than a satisfier. Possibility of growth, supervision-technical, salary, and status were not statistically significant. The greatest sources of job satisfaction for Thai respondents were interpersonal relations-supervisor, recognition, interpersonal relations-peers. The dominant factors of job dissatisfaction for Thai respondents were work itself, salary, and company policy and administration. The factors of job satisfaction ranked by Thai respondents did not vary significantly from the United States normed groups' ranking factors of job satisfaction, but a significant difference was found to exist in ranking factors of job dissatisfaction between these two groups. Significant correlations were found to exist in how male and female respondents, and supervisors and non-supervisors ranked factors of job satisfaction and job dissatisfaction.