Hügieenifaktoriteks

Hügieenifaktoriteks, or hygiene factors, refer to a concept introduced by psychologist Frederick Herzberg in his two-factor theory of motivation. This theory distinguishes between factors that contribute to job satisfaction (motivators) and those that prevent dissatisfaction (hygiene factors). While motivators are intrinsic to the work itself—such as recognition, achievement, and growth—they are not the primary focus of this discussion.

Hygiene factors are extrinsic elements related to the work environment and conditions. They do not inherently motivate employees but can eliminate dissatisfaction if properly addressed. Common examples include adequate pay, job security, working conditions, company policies, interpersonal relationships, and supervision. When these factors are lacking, employees may experience frustration or disengagement, but their presence alone does not guarantee motivation. Instead, they serve as a baseline for job satisfaction, ensuring that fundamental needs are met.

Herzberg’s theory suggests that while hygiene factors prevent dissatisfaction, they do not foster long-term motivation. Employees may tolerate poor conditions but will not be driven to perform exceptionally well without intrinsic rewards tied to the nature of their work. Organizations often use this framework to assess workplace conditions and prioritize improvements in areas that directly impact employee morale and productivity. However, critics argue that the theory oversimplifies human motivation, as factors like autonomy and purpose may also play significant roles in engagement. Despite its limitations, the concept remains influential in organizational psychology and human resource management.