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<p>This brief report details an empirical reconsideration of job satisfaction through the lens of Herzberg’s Two Factor Theory by investigating how job factors relate differently to lower and higher levels of job satisfaction, while also exploring how these relationships change based on work location (remote vs. in-person). Utilizing relative weights analysis, results demonstrate that “hygiene” factors such as benefits, pay, or operating conditions hold more weight to lower levels of job satisfaction while “motivating” factors such as company goals, interactions with coworkers, and autonomy hold more weight to higher levels of job satisfaction. Although the overall pattern of results held across remote and in-person work locations, additional results showed that several hygiene and motivating factors’ relationships with satisfaction differed between locations. After discussing theoretical considerations and a revisiting of Herzberg’s concepts in contemporary contexts, practical implications for organizational interventions are highlighted.</p>

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Herzberg at work: the remote vs. in-person tale

  • 期刊论文

  • 发表日期：

    2025年7月29日

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  • Samuel J. Wilgus,
  • Justin Travis

摘要

This brief report details an empirical reconsideration of job satisfaction through the lens of Herzberg’s Two Factor Theory by investigating how job factors relate differently to lower and higher levels of job satisfaction, while also exploring how these relationships change based on work location (remote vs. in-person). Utilizing relative weights analysis, results demonstrate that “hygiene” factors such as benefits, pay, or operating conditions hold more weight to lower levels of job satisfaction while “motivating” factors such as company goals, interactions with coworkers, and autonomy hold more weight to higher levels of job satisfaction. Although the overall pattern of results held across remote and in-person work locations, additional results showed that several hygiene and motivating factors’ relationships with satisfaction differed between locations. After discussing theoretical considerations and a revisiting of Herzberg’s concepts in contemporary contexts, practical implications for organizational interventions are highlighted.