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Assessing the impact of hygiene factors on faculty motivation and satisfaction in online teaching will advance the literature. It will especially demystify that both factors (hygiene factors and motivator) can cause job satisfaction in online education. The purpose of this paper is to firstly determine the level of faculty motivation and satisfaction in online teaching. Secondly, this study analyses the extent to which hygiene factors affect motivation and faculty satisfaction with online teaching.

The population of this study consists of university faculty in Indonesia and Malaysia. The sample is randomly chosen in 50 higher education institutions in Indonesia and Malaysia. The sample size is 206. The participants completed a survey, including perceived student engagement, institutional support, motivation, faculty satisfaction and demographical questions. To test the model, PLS-SEM was used using SmartPLS3 software. The hygiene factors construct was operationalized as a second-order construct consisting of first-order construct: student engagement and institutional support.

There were no statistically significant differences concerning institutional support and motivation by country of residence. However, there were significant differences in student engagement and faculty satisfaction by country residence. Concerning satisfaction and motivation, the most satisfied and motivated was the faculty member in Indonesia. Hygiene factors were found as the antecedent to faculty motivation and faculty motivation multiplying hygiene factors' effect on job satisfaction. The results showed that student engagement has the highest impact on faculty satisfaction, followed by motivation. Work motivation mediates the relationship between hygiene factors and faculty satisfaction.

This study has limitations; firstly, causal inferences are not warranted as the data is cross-sectional. However, a future direction is to analyse the causal relationship between the hygiene factors, and motivation factors on faculty satisfaction using a formative first-order construct through a longitudinal study. Secondly, the results’ generalizability is another limitation of this study because the sample comprised only Indonesia and Malaysia faculty across 51 higher education institution in big cities in the island of Java in Indonesia and Malaysia peninsular only; however, the factors determined in this study represent the job-related aspects taken from the literature and the researchers’ experiences; other parts influence faculty satisfaction with online teaching. Therefore, identifying other elements is a future path.

When managers aim at increasing faculty satisfaction, the priority should be given to improve the performance of indicators with the highest effect but a relatively low in performance. All of this implies that higher education institution first needs to find ways to increase motivation by rewarding faculty in many forms, and improve the quality of instruction. Secondly, implementing policies and make some decisions that require an investment such as providing a learning management system.

Indonesia and Malaysia higher education institutions may ameliorate faculty satisfaction with online teaching in several ways. Firstly, before the online course begins, higher education institutions should attempt to have faculty believe teaching online is worthwhile and understand the institution itself also believes it is significant. Administer training for faculty, especially regarding increasing connections with and between students, gives faculty the time needed to design an online course and provide faculty with a course management system with multiple capabilities. Secondly, during the online course, higher education institutions should support technical issues and try to have faculty believe they have an accommodating work schedule and independence with the online course.

This research firstly contributes to the literature by establishing the relationship between hygiene factors and motivation, and hygiene factors and satisfaction, which did not exist according to the two-factor theory in the past. Secondly, the authors provide evidence of motivation constructs as a mediating variable. Thirdly, this study broadens the literature scope by including faculty in two countries (Indonesia and Malaysia). It includes faculty from 51 higher education systems (e.g. public and private four-year universities), incudes graduate school in seven big cities in two countries, Indonesia and Malaysia.

This paper aims to explore the motivation and job satisfaction of employees in the hospitality industry in Dubai, using Herzberg’s two-factor theory of motivation.

This qualitative research encompassed 20 interviews with employees at four different job levels from a 4-star hotel in Dubai, selected through purposive and quota sampling.

Findings show that achievement, recognition and responsibility are essential motivators. However, these were sources of dissatisfaction amongst employees from the lower job levels. Leader quality is crucial to hygiene. Moreover, it is a key motivator and a powerful source of job satisfaction.

This cross-sectional study entailed a small sample size of 20 employees from one hotel in Dubai. Therefore, the only generalisation to theory is permitted and not to a broader population, such as hospitality workers from other hotels in Dubai or any of the other six United Arab Emirates.

The two specific human resource programmes and practices presented in this paper can exert a positive influence on employees’ motivation and job satisfaction. This, in turn, will bring the hotel in a strong position to compete for motivated and competent human capital to deliver high quality guest services to gain a competitive advantage in the hospitality industry in Dubai.

This paper contributes to the literature first, by identifying the type of motivation of the hotel’s employees as follows: “prosocial motivation”, evoked by satisfaction with motivators and hygienes. Second, by presenting a “Satisfier and Hygiene model for Prosocial Motivation and Job Satisfaction”, illustrating the reciprocal relation between prosocial motivation and job satisfaction.

In a world in which successful learning is believed to rest on the methods of teaching and the performance of students is determined by teacher quality, it is clear that teachers are the backbone of student learning attainments. In such a scenario, teacher development, welfare, motivation, and satisfaction are crucial for better teaching performance. Therefore, the purpose of this paper is to determine the motivator and hygiene factors among excellent teachers in Malaysia and to explore factors that lead to satisfaction and cause dissatisfaction among excellent teachers in Malaysia.

This study uses quantitative design to determine the motivator and hygiene factors among excellent teachers. For the sample size, 306 excellent teachers participated in this study and data were analysed using principle component analysis and confirmatory factor analysis to determine the dominant factor among Herzberg’s motivator and hygiene factors.

From the findings, the results showed that the satisfaction of excellent teachers was low in terms of “personal growth” (motivator) and “supervision” (hygiene). The paper concludes by calling upon the Malaysian Ministry of Education (MoE) to consider both motivator and hygiene factors, and what causes satisfaction and dissatisfaction among excellent teachers.

This study has some limitations to be considered, especially in terms of sample size. The low number of excellent teachers participating in this study is due to the scarcity of face-to-face data collection, in that an online survey was deemed to be the only means to reach the excellent teachers. This is due to the lack of a list of excellent teachers in some state districts, making it difficult to determine those schools which have excellent teachers. In addition, it is also due to logistical and geographical difficulties in reaching certain schools and meeting the excellent teachers. In recognition of such difficulties in undertaking research on excellent teachers in Malaysia, the researchers in this study urge the Malaysian MoE, as well as state districts and regional offices, to update the profile of excellent teachers by creating records and a list of all excellent teachers in Malaysia to facilitate future research. In this scenario, the findings of this study should be used with caution and not be generalized to other contexts, schools, regions, or states.

To be fully cognizant about the excellent teachers’ scheme was introduced to uplift the standard of teaching in Malaysia, and the recipients of this scheme or status (excellent) are considered to be the “cream of the crop” in the teaching profession in Malaysia and for non-excellent teachers to emulate, it is vital to look into their well-being as well as their growth. With the results of this study, the authors can say that the implications for practice touch many aspects of the professional and personal development of Malaysian excellent teachers. Specifically, it is imperative that the factors that intrinsically and extrinsically motivate excellent teachers in Malaysia and the causes of dissatisfaction are identified. In addition, the implications also place emphasis on paving ways for the personal growth of excellent teachers and to provide leeway for them to pursue their own personal happiness. Furthermore, the implications of the lack of proper supervision of school principals on excellent teachers should be avoided, and, in general, hygiene factors could be used as positive implications to improve excellent teachers’ teaching practices and performance.

This research is original as it calls MoE attention to the well-being of excellent teachers in Malaysia. As excellent teachers in Malaysia are selected and promoted among teachers in Malaysia in order to improve teaching and learning in Malaysia. They are appointed to be a role model for other teachers to emulate. With this position, excellent teachers are expected to contribute to the development of their schools and others and they can be posted anywhere as well as called at any time for help. Therefore, it is worthy to know how satisfied those excellent teachers are regarding government policy. Hence, it is important to know what motivates and satisfies them.

This study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity.

This study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses.

The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory.

Although quantitative research is the most useful research tool and is used most widely, the method can provide only limited information, while qualitative research might provide further information that would allow us to understand the relation between motivation, job satisfaction and turnover intentions better from different perspectives. Future research using Herzberg’s interview method would be helpful to obtain more detailed information regarding these factors.

This study is one of the first to use both job satisfaction and dissatisfaction separately to explore the relations among senior citizen employees’ motivators, hygiene factors, job satisfaction and dissatisfaction and turnover intentions in the hospitality industry, as most previous studies have used job satisfaction alone. This study’s empirical findings of the validity of Herzberg’s two-factor theory in this context prove that the theory remains applicable in a new environment six decades after its original development.

This paper aims to contribute to the discussion on the executives’ team and firm performance by investigating the relationships between executives’ compensation, management gender diversity and firm financial performance in growth enterprises market (GEM) listed firms in China.

Data are collected from 461 companies listed on GEM boards during the period from the year 2016 to 2018. Specifically, executives’ compensation and female executives are set as the independent variables, and the proxy selected of corporate performance is Tobin’s Q ratio.

The results show that the correlation between corporate performance and executive cash payment is not significant, while executives’ equity-based compensation shows a significant positive correlation with firm performance. In addition, the participation of female executives is negatively associated with firm performance.

The results have practical implications for governments, policymakers and regulatory authorities, by indicating the importance of women to corporate success. In particular, the findings of this paper emphasize the specific background of GEM in China and provide empirical support for the value of women’s participation in corporate governance. In addition, the finding on the relationship between executive compensation and corporate performance of GEM listed companies provides guidance for the establishment of a performance compensation system of GEM listed companies in China.

This paper provides new evidence for the current literature of executive team and corporate performance. This is the first paper to adopt triangulation in theories from different disciplines including optimal contractual approach, managerial power approach as new perspectives of agency theory, upper echelons theory, motivational-hygiene theory and women leadership style theory. The results will contribute to provide guidance for enterprises to formulate an efficient compensation system and build a reasonable senior management team structure.

The need for effective industrial sales‐force motivation is emphasised and the theoretical relating to Herzberg's theory is discussed. Previous empirical studies are reviewed and the results of a 1985 investigation of British industrial salespeople's views on motivation and dissatisfaction are analysed. Implications concerning the Dual Factor Theory and industrial salesforce management are examined.

Herzberg’s two‐factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐factor theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s theory is not entirely applicable in the Thai construction setting. Some factors should receive attention if construction employees are to be motivated effectively.

The relevance to education of Herzberg's “motivation‐hygiene” theory and its implications for school administrators facing the “perennial problem” of motivating staff are mentioned. It is suggested that if the school administrator wishes to attempt to motivate staff by making use of the “satisfiers” and in line with a synthesising theory of supervision, it might be appropriate for him to increase staffs opportunity for goal setting, provide opportunity for participative decision making in relevant areas, and increase professional competence of staff so that they become more informed as decision makers. Since not all teachers want to “self‐actualize” on the job, job enrichment attempts ought to be presented as opportunities rather than demands for change.

The purpose of this paper is to investigate the knowledge needs of a small, volunteer‐based Non‐Profit Organization (NPO) and present recommendations for implementation of KM solutions.

The methodology used in this paper is the knowledge audit. Data collection methods include semi‐structured interviews, documentary photography, and a review of content on the NPO's website.

The paper recommends a combination of web 2.0 technology and low‐tech solutions to meet the KM needs of the volunteer‐based organization within the constraints of its limited resources. Based on the observation that dedicated and reliable volunteers are critical to this organization's success, the paper proposes that the KM solution address personal knowledge needs related to volunteer motivation factors as a strategy for improving volunteer recruitment and retention.

The study examined a small group of volunteers engaged in a specialized form of knowledge‐sharing work. Future research could test this paper's conclusions in larger and more diverse volunteer‐based NPOs.

The paper extends KM research into the realm of volunteer‐based NPOs and adopts elements from Motivation‐Hygiene theory as well as specific volunteer motivation factors as additional criteria for a KM solution.

The purpose of this paper is to discuss the effect of management and decision‐making styles on the job satisfaction of academic staff in a Malaysian Research University.

The sample consisted of 218 respondents. The instruments used in the study were the Teacher Job Satisfaction Questionnaire and the Decision Style Inventory. Structural Equation Modelling (SEM) was used to determine the influence of decision‐making style and management style on the job satisfaction.

The findings showed that the research university had adopted an analytical decision‐making style. The hygiene factors were the predictors of job satisfaction as perceived by the academic staff at the research university in Malaysia.

This research selected a top Malaysian research university and small samples were selected from the whole population under consideration, thus, the findings can be generalized as similar to other research universities. In addition, the university management determines the decision‐making style, and the job satisfaction of the academic staff is affected by the decision‐making style of the university.

A contribution is made to the literature as the research reinforces the view that the management style and decision‐making style can predict or affect the job satisfaction of the academic staff.