Employee satisfaction is fundamental to the success of any business or organization. If employees are not satisfied or at least content with their jobs, they are more likely to leave the position, which directly affects the organization and the individuals it serves (Branham, 2005; Timpe, 1986). There have been numerous studies that have examined the relationship between job satisfaction and employee turnover. The vast majority of this research has demonstrated that job satisfaction is a consistent predictor of employee turnover intentions. However, what makes a job satisfying or dissatisfying does not depend only on the nature of the job, but also on the expectations that employees have of what their job should provide (Mahdi et all, 2012). Within the extensive body of literature on job satisfaction in the workplace, there are numerous theories that attempt to explain the concept of job …show more content…
Herzberg and colleagues built Herzberg’s motivation-hygiene theory of job satisfaction. Theory proposed that there are two different categories of needs, which are intrinsic (motivators) and extrinsic (hygiene) factors. Theory postulates that job satisfaction and/or is dissatisfaction is the function of two need systems. Intrinsic factors are related to the job itself. Intrinsic factors seem to influence positively on job satisfaction. The motivators include advancement, growth and development, responsibility for work, challenging, recognition, and advancement. In other words, extrinsic factors are closely related to the environment and condition of the work. The hygienes relate to job dissatisfaction including supervision, company policy and administration, working condition and interpersonal relation (Lephalala, Ehlers, & Oosthuizen, 2008; Shimizu et al., 2005). This theory has dominated in the study of job satisfaction, and become a basic for development of job satisfaction assessment (Lu et al.,