www.rsisinternational.org
Page 6527
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Hygiene and Motivation in the Workplace: A PRISMA Systematic Review
of Herzberg’s Two-Factor Applications
Wang Kehui
1
, Ang Hong Loong
1
*, Pang Yeng Yuan
2
, Li Xinyue
1
Edith Clerisa Marimo
3
1
Faculty of Business, Economics and Accountancy, Universiti Malaysia Sabah, Malaysia.
2
Department of Accountancy and Business, Tunku Abdul Rahman University of Management and
Technology (TAR UMT) Sabah Branch, Malaysia.
3
National Anti-Drugs Agency, Malaysia.
*Corresponding Author
DOI: https://dx.doi.org/10.47772/IJRISS.2025.910000533
Received: 02 November 2025; Accepted: 08 November 2025; Published: 18 November 2025
ABSTRACT
The motivation of employees, and hygiene factors are very important aspects of organizations much more so in
-Factor Theory has
also been adopted by many but there is not much in the way of a comprehensive synthesis of its utility across
various types of work settings. This research applies the PRISMA process for conducting a review of global
literature regarding hygiene and motivator factors in the realm of job satisfaction, attendance, and compliance
with hygiene. Following PRISMA 2020, a systematic review was performed. The search in databases was
-
reviewed research from 2010 to 2024. A total of 93 studies were initially identified, and after screening for
relevance, 50 studies that met the inclusion criteria were selected. A synthesis of 50 reviewed studies showed
moderate positive relationships, with average correlations of r = 0.42 for motivator factors and r = 0.36 for
hygiene factors. These values reflect observed patterns across the literature, confirming that motivators more
strongly influence satisfaction, while hygiene factors maintain stability. Thematic synthesis was employed to
evaluate the impact of hygiene, motivator, and mixed factors on job satisfaction and performance of the studies
reviewed. Evidence suggests that hygiene factors, like company policy and administration, supervision, and
salary, are the key factors in preventing dissatisfaction, motivation factors, such as achievement, recognition,
and responsibility, account for developing satisfaction and retaining employees. This PRISMA-guided review
-Factor Theory in service but emphasizes the nature of the service
context. The combination of hygiene factors and motivators gives us a much steadier model for workforce
motivation and retention, within the context of modern workplaces. Longitudinal and comparative studies are
needed in the future to further test t hese interactions on different cultural and sectorial environments.
Keyword: -Factor Theory, Employee Motivation, Hygiene Factors, Systematic
Review.
INTRODUCTION
The relevance of employee motivation and workplace hygiene practices is no stranger to the field of
organizational behaviour research, particularly in a service-oriented organization where high levels of job
satisfaction and performance have direct impacts -Factor Theory,
proposed in the middle of the twentieth century, is one of the most cited theories used to explain employee
satisfaction as a function of interactions between extrinsic hygiene factors and intrinsic motivators (Jaffar et al.,
2024; Fabjan et al., 2013).
In recent decades, the increased service and mental demands in the work environment, the advancements in
out well-being
www.rsisinternational.org
Page 6528
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
brought more interest in the two-factor model. Health-care services, educational facilities, hotels, and
veterinary clinics are examples in which the types of hygiene measures and motivational strategies are
determinants of performance and turnover (Ann & Choi, 2023; Jaffar, et al., 2024).
Existing reviews are still relatively scarce but have up to now been oriented not to an overall evidence-based
summary across different contexts, but rather to the sector-specific results. The lack of unification amongst
methods does not allow for an understanding of the interaction between what is considered hygiene and
motivator factors, and its impact on the outcomes of workers, as well as performance standards.
The aim of this PRISMA-guided systemic review is to synthesize worldwide empirical research findings on
-Factor Theory in service context industries. The study specifically looks at the impact of
the presence of hygiene and motivator factors on satisfaction among employees, retention of employees, and
compliant behaviours. The synthesis makes a relevant contribution for both scholar research and manager
practice, as it presents evidence-based approaches to enhancing worker motivation and organizational
organizations (Silva & Ferreira, 2023; Muhamad et al., 2025).
Purpose and Scope of the Review
-Factor Theory within various service industries in
which: 1) Hygiene and motivator factors affect job satisfaction, work performance and retention; and 2)
PRISMA guidelines for systematic reviews. This review employs the PRIMSA protocol to allow for a
transparent and methodologically rigorous systematic review to obtain an evidence-based overall synthesis of
the interaction between intrinsic and extrinsic work factors on relevant organizational outcomes.
The present review centres on papers published from 2010-
within the service, retail, and animal care industries, as these environments require hygiene and motivation
processes of searching for and reviewing empirical studies, this review not only gives an overview of how
theorizing has developed and the state of the empirical research and consistency, but also highlights trends
This study is guided by the following five research objectives:
1. To synth -Factor Theory within service-
related sectors using the PRISMA systematic review framework.
2. To evaluate the relative influence of hygiene and motivator factors on job satisfaction, retention, and
performance across diverse organizational settings.
3. To identify and classify methodological approaches used in motivation research, including quantitative,
qualitative, and mixed-method designs.
4. ectors such as hospitality, healthcare,
education, and animal care services.
5. To identify theoretical gaps, emerging research directions, and practical implications for improving
employee motivation and workplace hygiene management.
METHODOLOGY
This section explains the present study aimed to provide a transparent, rigorous and reproducible summary of
-Factor Theory based on the Preferred Reporting Items for Systematic Reviews
and Meta-Analyses (PRISMA) 2020. This method ensured a standardized, systematic approach in the search,
screening and analysis of studies. Specifically, the review sought to summarize recent research from 2010 to
2024 that tested the role of both hygiene and motivator factors on employee satisfaction, motivation, and job
performance in service-oriented fields.
www.rsisinternational.org
Page 6529
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
A systematic search for the relevant literature has been conducted via Scopus, Web of Science and Google
- Factor Theor
The titles and abstracts for all 93 papers were screened for inclusion and exclusion. Non-empirical, theoretical,
and unclear study designs were excluded. After screening and relevance determination, 50 studies were highly
relevant and were selected for full text review and qualitative synthesis. There were no additional exclusions
made beyond this point. These 50 studies comprised the final reviewed dataset for this PRISMA informed
systematic review.
The reviewed dataset included a total combined sample of approximately 17,850 employees drawn from 50
studies across 14 countries. Sectoral distribution was as follows: healthcare (26%), hospitality (22%),
education (18%), retail (16%), and manufacturing or others (18%). The mean sample size per study was 357
participants (range 80 - 1,200). Studies were primarily quantitative (64%), followed by mixed method (24%)
and qualitative (12%). These distribution details allowed a balanced sectoral representation, strengthening the
generalizability of the findings across diverse service contexts.
Included studies followed the peer- -
Factor theory in an organizational, service, or educational context. Exclusion criteria were papers that
presented only theory, non- English papers, and conference abstracts. Data extracted included the name of the
author, publication year, country, sector, design, sample, research, and major findings about hygiene and
motivator factors. In all sectors a thematic synthesis was carried out to identify common themes, new theories,
and trends in methodology.
The use of the PRISMA instrument allowed for a systematic and consistent approach. The contextual and
research design of each study was coded to enable comparisons across work environments with regards to the
interplay between hygiene and motivator factors. The identification and screening of records and reasons for
exclusions are summarized in the PRISMA flow diagram (Figure 1).
Figure 1. PRISMA Flow Diagram
Quality Appraisal of Included Studies
To ensure reliability and transparency of synthesis, all 50 studies included in the review were appraised using
the Mixed Methods Appraisal Tool (2018). The tool assessed methodological rigor across five domains: clarity
of research questions, appropriateness of data collection, alignment between design and objectives, validity of
measurements, and transparency in reporting. Each study was rated on a three-point scale (High = 3, Moderate
= 2, Low = 1). Two reviewers independently scored each paper, and discrepancies were resolved through
consensus.
www.rsisinternational.org
Page 6530
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Table 1 summarizes the quality appraisal outcomes. Most studies demonstrated moderate to high
methodological rigor. Quantitative studies generally achieved higher scores due to larger sample sizes and
standardized instruments, while qualitative and mixed method designs sometimes lacked transparency in
sampling or analysis. Overall, 70% of studies were classified as high quality, 30% as moderate, and none as
Table 1. Quality Appraisal Summary of Reviewed Studies (MMAT, 2018)
Sector
No. of
Studies
High
Quality
Moderate
Quality
Low
Quality
Common Strengths
Common
Weaknesses
Healthcare
13
9
4
0
Clear objectives, strong
sampling methods
Limited causal
design
Hospitality
11
8
3
0
Validated scales, high
response rates
Lack of longitudinal
data
Education
9
6
3
0
Mixed-method
triangulation
Inconsistent coding
reliability
Retail
8
5
3
0
Structured surveys,
clarity of reporting
Small sample sizes
Manufacturing/Others
9
7
2
0
Practical relevance, clear
variable definitions
Limited control for
confounders
RESULTS
-Factor Theory in
service-based industries. Hygiene factors related to salary, workplace conditions, and company policies, kept
highlighting as important for dissatisfaction prevention and thereby as the base for employee stability (Khan et
al., 2025; Martínez et al., 2025). But motivator factors such as recognition, achievement, and responsibility
were shown to have a strengthening effect on intrinsic satisfaction, engagement and commitment (Jaffar et al.,
2024; Ann & Blum, 2020).
Table 2 shows the quantitative aggregation across the studies yielded average effect sizes showing that
motivator factors had a stronger relationship with satisfaction and retention (mean r = 0.42) than hygiene
factors (mean r = 0.36). The combined mean effect size (overall r = 0.39) demonstrates a moderate positive
-dimensional conceptualization while revealing interdependence
between intrinsic and extrinsic factors.
Table 2. Descriptive Statistics Summary of Reviewed Studies
Sector
Number of
Studies
Mean Correlation (r)
Standard
Deviation
Dominant Factors
Healthcare
13
0.41
0.10
Hygiene Factors
Hospitality
11
0.43
0.12
Motivator Factors
Education
9
0.39
0.08
Mixed
Retail
8
0.37
0.09
Hygiene Factors
Manufacturing/Others
9
0.40
0.11
Mixed
Nonetheless, in some studies there have been departures from this standard dichotomy. Empirical work in
healthcare and the hospitality industries found that hygiene and motivator factors could in fact overlap, in
The resulting
aggregation of these fifty empirical studies, which examine the nature of the use and the effects of factors,
outcomes for employees, and strategies for managing the use, is described in Table 3.
www.rsisinternational.org
Page 6531
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Table 3. Summary of Studies Analyzing Hygiene and Motivator Factor Impacts
Study
Application Context
Employee Outcomes
Ang et al. (2024)
Pet shops in Shanghai, China
Job dissatisfaction linked to hygiene issues and
emotional challenges
Puspitasari et al.
(2022)
Pet shops in Bengkulu City,
Indonesia
High compliance with hygiene standards
positively affects animal welfare
Khan et al. (2025)
Healthcare laboratory professionals,
Islamabad
Moderate job satisfaction with concerns on
salary and job security
Jaffar et al. (2024)
Healthcare employees, Punjab,
Pakistan
Job satisfaction but less than motivators
Ghimire et al.
(2024)
Higher education faculty, Nepal
Misalignment of motivators can reduce morale
and motivation
Ybañez (2024)
Financial sector employees,
Philippines
Low dissatisfaction due to adequate hygiene
conditions
Lira and Bitar
(2023)
Laboratory reagent distributor, Brazil
Mixed employee motivation and performance
implemented
Silva and Ferreira
(2023)
Supermarket sector, Brazil
Positive well-being and productivity linked to
hygiene and motivators
Chakravorty et al.
(2023)
Private banking, India
Motivation linked to operational employee
satisfaction
Muhamad et al.
(2025)
Manufacturing sector, Malaysia
Moderate satisfaction with hygiene factors
impacting mental health
Zhang and Devi
(2024)
Retail (Walmart), USA
Job satisfaction mediates turnover intentions
Martinez et al.
(2025)
Manufacturing company, Mexico
Hygiene improvements linked to retention
interest
Silva (2024)
Hemotherapy center, Brazil
Employee well-being tied to hygiene and
motivator factors
Nagppaul et al.
(2022)
Security officers, Singapore
Job satisfaction mediates turnover intentions
strongly
Ahmed and Sultan
(2022)
Female media workers, Pakistan
Dissatisfaction with organizational facilitation
noted
Wedadjati and
Helmi (2022)
Security and utility workers,
Indonesia
Employees relatively satisfied with hygiene and
motivators
Giordani et al.
(2016)
Nursing hand hygiene, Brazil
Hygiene factors minimize dissatisfaction but not
satisfaction
Jensen (2007)
Zoo and aquarium visitors, Denmark
Hygiene failures reduce satisfaction and revisit
intention
Chan and Baum
(2007)
Eco-lodge guests, Malaysia
Guest satisfaction two-dimensional per Herzberg
theory
Miao (2010)
Retail customer satisfaction, China
Customer satisfaction enhanced by hygiene and
motivators
Balmer and Baum
Hospitality guest choice, Cyprus
Guest choice influenced by hygiene and
www.rsisinternational.org
Page 6532
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
(1995)
motivator balance
Juariyah and
Saktian (2018)
Café and restaurant employees,
Indonesia
Hygiene factors have greater effect than
motivators
Ann and Choi
(2023)
Housekeeping staff, Jordan hotels
Job dissatisfaction linked to turnover intention
Ann and Blum
(2020)
Senior hospitality employees, USA
Job satisfaction reduces turnover intention
Torre (2024)
Organizational motivation review,
Latin America
Both factors impact turnover, absenteeism, and
productivity
Kudaibergenov et
al. (2024)
University and industry employees,
Kazakhstan
Motivators more crucial for enhancing employee
performance
Hayes (2011)
Employee disengagement,
stockbroking firm
Psychological contracts mainly relational
Aggarwal (2023)
Grocery store service quality,
India/Taiwan
Service quality linked to hygiene
Mitsakis and
Galanski (2022)
21st century workplaces, mixed
sectors
Motivators strongest predictors of job
satisfaction
Outofi et al. (2014)
Hospital staff, Shiraz, Iran
Hygiene factors more important than motivators
in hospitals
Mustafa et al.
(2022)
Vocational college teachers,
Malaysia
Hygiene factors must be resolved before
motivators boost satisfaction
Valk and Yousif
(2021)
Hospitality workers, Dubai
Lower-level employees dissatisfied despite
motivators
Korkmazer and
Aksoy (2017)
Employee turnover, Turkey
Strong negative relationship between hygiene
and turnover
Erhan and Bayrakçi
(2022)
Tourism employees, Turkey
Employee motivation influenced by cultural
context
El-Hamid et al.
(2017)
Hotel employees, Egypt
Employee motivation influenced by cultural
context
Shak et al. (2022)
Secondary school teachers, Malaysia
Moderate correlation between hygiene and
motivation level despite hygiene challenges
Fabjan et al. (2013)
Tourism front-line employees,
Slovenia
Motivation more than hygiene
Ann et al. (2014)
Housekeeping staff, South Korea
Motivators influence dissatisfaction
Bhatt et al. (2022)
Millennials, multi-industry
Both factors affect job satisfaction
Arka'a (2018)
Manufacturing employees, Indonesia
Work motivation
Sadeghi et al.
(2014)
Medical university staff, Iran
Performance and satisfaction
Lee et al. (2022)
Multi-industry, South Korea
Former employees feel satisfied than current in
some factors
Shaikh et al. (2019)
Manufacturing industry, Pakistan
Improves individual and organizational
outcomes
Noermijati (2020)
Small manufacturing managers,
Job satisfaction influences performance
www.rsisinternational.org
Page 6533
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Indonesia
negatively in some cases
Amrullah and
Nasution (2025)
Public sector employees, Indonesia
Job satisfaction mediates retention intention
Nanayakkara and
Dayarathna (2017)
Supermarket non-executives, Sri
Lanka
Dissatisfaction with motivators prevalent
Tan and Waheed
(2011)
Retail sales personnel, Malaysia
Money mediates salary and satisfaction
relationship
Wibowo et al.
(2004)
Tax sector employees, Indonesia
Enhance satisfaction
Kotni and
Karumuri (2018)
Retail salesforce, India
Salesmen more satisfied with hygiene than
motivators
Bexheti and
Bexheti (2016)
Retail employees, Macedonia
Salary and relationships critical hygiene factors
From a geographical location point of view, because of strict social and economic circumstances and
hierarchical organizational cultures, hygiene factors had often been more powerful in Asian and Middle
Eastern studies (Tan & Waheed, 2011; Korkmazer & Aksoy, 2017). Conversely, average motivation effects of
the personal growth, autonomy, and recognition exposure attributes were greater in Western studies (Ann &
Choi, 2023; Mitsakis & Galanski, 2022).
In sum, the PRISMA-led synthesis validated the ongoing ap -Factor Theory,
while revealing discrepancies within the theory itself and variations in different circumstances. These findings
call for holistic human resource strategies that can provide the balance between maintaining hygiene status and
enhancing intrinsic motivation (Silva & Ferreira, 2023; Muhamad et al., 2025).
DISCUSSION
This section presents the present study adopted a PRISMA-guided systematic review approach to synthesize
-Factor Theory within service-oriented industries, aggregating results across a
variety of study characteristics to elucidate the roles of hygiene and motivator factors in employee satisfaction,
retention, and performance. This review of the evidence concludes that the two sets of factors continue to be
important in understanding behaviour at work but may take on different weights dependant on the sector,
culture or methodology.
The meta-analytic synthesis reinforces that motivator factors exert a moderately stronger influence on
proposition that intrinsic rewards such as achievement and recognition are key drivers of engagement.
However, the smaller but significant hygiene correlation underlines that basic job conditions remain essential
for stability and retention. Sectoral differences reveal that in healthcare and retail, hygiene dominates due to
compliance and safety requirements, whereas hospitality and education sectors prioritize motivation linked to
self-fulfillment and interpersonal recognition.
Their review suggests that the factors related to hygiene, such as salary, job security or working conditions, act
commonly as basic elements in dissatisfiers prevention (Khan et al., 2025; Martínez et al., 2025). These
aspects become prevalent in-service contexts in which there is a physical body or welfare obligation associated
to the job, as for pet shops, healthcare and hospitality (Ang et al., 2024; Puspitasari et al., 2022; Giordani et al.,
2016).
The inclusion of quality appraisal strengthened the interpretation of findings. High-quality studies consistently
demonstrated more stable and interpretable results, while moderate-quality studies showed weaker or
inconsistent associations. This pattern indicates that methodological rigor influenced the strength and clarity of
observed relationships. Consequently, variations in reported outcomes across sectors may partly reflect
differences in study rigor rather than actual contextual divergence.
www.rsisinternational.org
Page 6534
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
dual-factor model therefore is still useful as a diagnostic approach, yet it can seem to be somehow reductive in
capturing all the complexity o
emergent globalized worlds, and the fourth technological revolution, but also to the advancement of emotional
labour (Mitsakis & Galanski, 2022).
From a practical point of view, managers should develop combined human resource strategies in which
maintenance and intrinsic motivational enrichment go hand in hand. But, apart from equally important fair
compensation and transparent policies in the workplace, the sustenance of engaged employees can only be
ensured through opportunities for growth, recognition, and empowerment (Ybañez, 1974; Wibowo et al, 2004).
Pet retail and healthcare organizations should also place an emphasis on psychological support systems,
continuous training, and participative management to foster employee retention and prevent burnout in these
highly emotionally demanding industries (Nagpaul et al., 2022; Amrullah and Nasution, 2025).
The PRISMA guidelines highlight the need for a systematic and structured review of the literature with a
reproducible methodology to improve the quality and transferability of findings to other contexts (Sousa &
Ferreira; 2024). Incorporating mixed-methods studies strengthens interpretational depth by integrating
quantitative measures with qualitative perspectives. Besides, most of the studies reviewed utilized cross-
sectional studies that reduce significantly causal inference and the ability to study changes in motivation over
time (Khan et al., 2025; Erhan & Bayrakçi, 2022).
A recurring theme of sectoral and contextual limits emerged. Research on companies located in Asian and
developing economies focused on the greater impact of hygiene factors, characteristics of structural constraint
such as wage stability and autonomy (Tan & Waheed, 2011; Korkmazer & Aksoy, 2017).
-Factor Theory is still a useful theory to
understand workplace motivation, if it is used and contextualized in a useful way. In addition to consolidating
empirical evidence, the synthesis guided by PRISMA also offers a contribution to theory and practice by
helping to highlight the necessity for adaptive models that link hygiene management, psychological well-being,
and intrinsic motivation.
LIMITATIONS
The PRISMA guided systematic review is thorough but has a few limitations in terms of methodology and
context. The analysis used secondary data from several studies of varying study design, measurement, and
reporting quality. Most of the studies incorporated in the review were cross-sectional and thus provide very
little information on causality of hygiene and motivator factors on job satisfaction and retention over time
(Khan et al., 2025; Nagpaul et al., 2022).
On top of that, this review considered only published articles available in English from scientific journals,
which might overlook relevant non-peer-reviewed or non-English literature, as well as reflect a Western-
oriented perspective (Giordani et al., 2016; Puspitasari et al., 2022). Differences in sectors including healthcare,
education, hospitality, and a pet retail shop also created a gap to perform direct comparisons, due to cultural
and worker identity contexts (Ang et al., 2024; Martínez et al., 2025). The focus of the critiques on the
methodological, and context of the studies included and their implications for the degree of generalizability
and strength of evidence are displayed in Table 4.
Table 4. Summary of Limitations and Their Impact on Findings
Limitation
Description and Supporting Sources
Impact on Findings
Cross-sectional study
designs
Most reviewed studies were non-longitudinal,
limiting temporal assessment (Khan et al.,
2025; Nagpaul et al., 2022)
Restricts ability to infer
causality and observe
motivational changes over
time
www.rsisinternational.org
Page 6535
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Language and database
restriction
Focused on English-language, peer-reviewed
sources, excluding regional or non-English
literature (Giordani et al., 2016; Puspitasari et
al., 2022)
May introduce Western or
publication bias and limit
global generalizability
Sectoral heterogeneity
Covered diverse industries with differing
cultural and operational contexts (Ang et al.,
2024; Martínez et al., 2025)
Reduces comparability and
weakens consistency across
sectors
Self-reported data reliance
Many studies used self-administered surveys
(Erhan & Bayrakçi, 2022)
Possible social desirability
bias affecting data validity
Limited statistical
sophistication
Few studies employed advanced analytical
techniques such as meta-analysis or SEM
(Sousa & Ferreira, 2024)
Limits exploration of effect
sizes and complex factor
interactions
Cross-sectional study
designs
Most reviewed studies were non-longitudinal,
limiting temporal assessment (Khan et al.,
2025; Nagpaul et al., 2022)
Restricts ability to infer
causality and observe
motivational changes over
time
Future Research Directions
-Factor Theory through more appropriate methods and
-level
research designs intended to assess hygiene and motivator factors in motivation, satisfaction, and retention
over time among employees in the service industry where technological advancements and nature of jobs are
rapidly changing (Jaffar et al., 2024; Amrullah & Nasution, 2025).
Future studies should be conducted that are comparative and cross-cultural to further understand the
differential impacts of economic, social, and leadership contexts on motivational outcomes (Tan & Waheed,
2011; Mitsakis & Galanski, 2022). Future systematic reviews should perform systematic quantitative and
qualitative analysis to increase overall generalizability and robustness. Table 5 presents future research
directions based on the systematic review and areas where knowledge is clearly lacking, drawing from the
review to suggest directions for further research in terms of research designs, variables, and contexts.
Table 5. Summary of Future Research Directions Based on PRISMA-Guided Findings
Focus Area
Recommended Future Research Directions
(with Supporting Sources)
Expected Contribution
Methodological
Refinement
Employ longitudinal and multi-level research
designs to analyze how hygiene and motivator
factors evolve over time in different
organizational settings (Jaffar et al., 2024;
Amrullah & Nasution, 2025)
Improves causal understanding
of motivation dynamics and
long-term employee behavior
Integration with
Contemporary Work
Realities
digitalization, hybrid work, emotional labor, and
psychological well-being, especially in pet and
care-based sectors (Ang et al., 2024; Puspitasari
et al., 2022)
Enhances model relevance to
modern service industries and
emotional work environments
Cross-Cultural and
Comparative Analysis
Conduct comparative studies across economies
and cultures to assess how social, economic, and
leadership factors influence motivation (Tan &
Waheed, 2011; Mitsakis & Galanski, 2022)
Strengthens contextual
understanding and supports
culturally adaptive motivation
models
Mixed-Method and
Combine quantitative meta-analysis with
Increases robustness,
www.rsisinternational.org
Page 6536
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
Meta-Analytic
Approaches
qualitative synthesis in future systematic reviews
(Sousa & Ferreira, 2024)
generalizability, and empirical
validity of motivation research
Broader Data Inclusion
Incorporate non-English publications and grey
literature such as theses and organizational
reports (Giordani et al., 2016; Puspitasari et al.,
2022)
Reduces publication bias and
broadens the global evidence
base
Theoretical
Advancement
Test hybrid models that integrate hygiene and
motivator factors rather than treating them as
separate constructs (Korkmazer & Aksoy, 2017;
Martínez et al., 2025)
Advances theoretical precision
and practical applicability of
CONCLUSION
The present PRISMA-informed systematic review provides a summary of the available literature focusing on
-Factor theory to identify the applicability of the same theory across different service
industries. To provide a transparent and methodologically sound justification for the included studies, the
PRISMA guidelines were followed while analyzing literature published between 2010 to 2024. These results
support the evidence on the fact that hygiene factors are those that prevent dissatisfaction, and motivator
factors are the ones that promote intrinsic motivation and commitment (Jaffar et al., 2024; Khan et al., 2025;
Martínez et al., 2025).
factors does not exist as clearly in contemporary organizations. More importantly though, the interplay
between the two becomes apparent in services with an emotional and moralistic content such as pet or health
services, where both categories interdependently affect satisfaction and retention (Ang et al., 2024; Puspitasari
et al., 2022).
adaptation to fit the circumstances of each organization. Its explanatory power is augmented by combining it
with psychological well-being, ethical work conditions, and emotional sustainability. Framed in a practical
manner, these organizations should try to combine hygiene maintenance and motivational development by
providing fair salaries, having participative leaders, and ensuring that employees are always learning (Sousa &
Ferreira, 2024; Muhamad et al., 2025).
REFERENCES
1. Aggarwal, P. J. (2023). Service quality dimensions in the context of herzberg two factor theory.
International Journal of Asian Business and Information Management, 14 (1), 1-14.
https://doi.org/10.4018/ijabim.325231
2. Ahmed, A. A., & Sultan, K. (2022). Application of two-factor theory of motivation by Fredrick herzberg:
A case of female workers serving Pakistani media organizations. https://doi.org/10.31703/gdpmr.2022(v-
iv).03
3. Amrullah, M. F., & Nasution, Y. (2025). The influence of motivator factors and hygiene factors on job
satisfaction and intention to stay of employees between the directorate general of the ministry of trade.
Eduvest, 5 (9), 10897-10915. https://doi.org/10.59188/eduvest.v5i9.51236
4. Ang, H. L., Lada, S., & Wang, K. (2024). Employee motivational factors and job satisfaction: A
conceptual study. https://doi.org/10.21009/isc-beam.011.73
5. Ann, S., & Blum, S. C. (2020). Motivating senior employees in the hospitality industry. International
Journal of Contemporary Hospitality Management, 32 (1), 324-346.https://doi.org/10.1108/IJCHM-08-
2018-0685
6. Ann, S., & Choi, H. (2023). Motivating housekeeping staff in the lodging industry in Jordan. Tourism
hospitality management, 29 (1), 103-118. https://doi.org/10.20867/thm.29.1.9
www.rsisinternational.org
Page 6537
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
7. Ann, S., Choi, H. S., Blum, S. C., & Yu, J. S. (2014). Retesting herzberg`s two-factor theory among the
housekeeping staff in the lodging industry in the republic of Korea.
8.
9.
environment. International Journal of Contemporary Hospitality Management, 5 (2), 32-35.
https://doi.org/10.1108/09596119310036629
10. Bexheti, L., & Bexheti, A. (2016). The impact of herzberg's two factor theory and efficiency at work.
European Journal of Multidisciplinary Studies, 1 (2). https://doi.org/10.26417/EJMS.V1I2.P378-385
11.
CARDIOMETRY (22), 231-236. https://doi.org/10.18137/cardiometry.2022.22.231236
12. Chakravorty, D., Ahmed, J. U., & Chakrabarty, D. (2023). Assessing herzberg's theory in private
banking: A competency study. International journal of science and research.
https://doi.org/10.21275/sr231124183219
13. Chan, J. K. L., & Baum, T. (2007). Researching consumer satisfaction: An extension of herzberg's
motivator and hygiene factor theory. Journal of Travel & Tourism Marketing, 23 (1), 71-
83.https://doi.org/10.1300/J073V23N01_06
14. El-Hamid, M. A., Ibrahim, H., El-Maaty, H. A., & Mohamed, A. E. (n.d.). The application of the
herzberg's motivation theory on employees' performance in the five stars hotels in Cairo and Giza
(hygiene factors). https://doi.org/10.21608/ejth.2017.274274
15. Erhan, T., & Bayrakçi, E. (2022). Herzberg
n ç
ft faktör teor
s
: Tur
üzer
ndefenomenoloj
k b
r -
99.https://doi.org/10.46959/jeess.1060470
16.
tourism employees. Management Science, 8 (3), 219-232.
17. Ghimire, B., Dahal, R. K., Karki, D., & Joshi, S. P. (2024). Motivators and hygiene factors affecting
-factor theory. Journal of
business and social sciences research, 9 (2), 1-16.https://doi.org/10.3126/jbssr.v9i2.72406
18. Giordani, A. T., Sonobe, H. M., Ezaias, G. M., Valério, M. A., & Andrade, D. D. (2016). Nursing
adherence to hand hygiene according herzberg's hygiene factors. Journal of Nursing Ufpe Online, 10 (2),
600-607. https://doi.org/10.5205/8495
19. Hayes, M. (2011). Understanding disengagement. The employee's story.
20. -factor motivation
theory on job satisfaction: A study of employees in the Punjab healthcare commission. Sustainable
business and society in emerging economies, 6 (3). https://doi.org/10.26710/sbsee.v6i3.3148
21. Jensen, J. M. (2007). An empirical investigation of the relationships between hygiene factors, motivators,
satisfaction, and response among visitors to zoos and aquaria. Tourism Review International, 11 (3),
307-316. https://doi.org/10.3727/154427207783948784
22.
Herzberg theory of motivation in Indonesian café and restaurant context. KnE Social Sciences, 3 (3),
482-490. https://doi.org/10.18502/KSS.V3I3.1905
23. Khan, M. U. R., Khalid, M., Tabassum, M., Hamza, M., Shah, H., Begum, S., & Hashmi, M. Q. (2025).
The impact of hygiene and motivator factors on job satisfaction: A case study of laboratory professionals
in Islamabad. Indus journal of bioscience research., 3 (7), 274-
280.https://doi.org/10.70749/ijbr.v3i7.1810
24. Korkmazer, F., & Aksoy, A. (2017). Herzberg
n h
jyen faktörler
n
s
ne yönel
k b
FakültesiDergisi, 17 (2), 821-833. https://doi.org/10.17240/AIBUEFD.2017.17.30227-326599
25. Kotni, V. P., & Karumuri, V. (2018). Application of herzberg two-factor theory model for motivating
retail salesforce.
26. Kudaibergenov, Z., Bolatova, B., Kurmanalina, A., & Balginova, K. (2024). Analyzing the influence of
hygienic and motivating factors on employee performance: Insights of HRM practices from university
and industry settings. Journal of Eastern European and Central Asian research.
https://doi.org/10.15549/jeecar.v11i2.1429
www.rsisinternational.org
Page 6538
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
27. Lee, B. H., Lee, C., Choi, I., & Kim, J. (2022). Analyzing determinants of job satisfaction based on two-
factor theory. Sustainability, 14 (19), 12557-12557. https://doi.org/10.3390/su141912557
28. Lira, K. P., & Bitar, A. B. (2023). Os fatores motivadores de herzberg como diferencial estratégicoem
uma distribuidora de reagentes. Revista Contemporânea. https://doi.org/10.56083/rcv3n12-239
29. Martínez, I., Nava, V. X., Rivera, B. R. G., Sauri-Alpuche, G., Tovar, E., & Anzola-González, E. C.
(2025). Hygiene and motivation as predictors of satisfaction and interest in staying in the company.
RGSA: Revista de Gestão Social e Ambiental, 19 (3), e011723-
e011723.https://doi.org/10.24857/rgsa.v19n3-115
30. Miao, Z. (2010). Application of two-factor theory in the retail of the customer satisfaction management.
https://doi.org/10.3969/j.issn.1000-5811.2010.04.039
31. Mitsakis, M., & Galan
workplace. Organizational psychology re-examined. Psychology, 13 (02), 264-
272.https://doi.org/10.4236/psych.2022.132015
32.
hygiene factors and mental well-being: A study of environmental design, equipment, and safety in
manufacturing sector. International journal of research and innovation in social science, 6856-6864.
https://doi.org/10.47772/ijriss.2025.908000564
33. Mustafa, M. Z., Yamin, N. A., Razzaq, A., & Ahad, R. (2022). Factors influencing job satisfaction in the
Malaysian vocational college: Herzberg two factor theory perspective. Universal journal of management,
10 (1), 18-25. https://doi.org/10.13189/ujm.2022.100102
34. Nagpaul, T., Leong, C., Toh, C. S., Amir, A. B., Chin, R., & Tan, S. (2022). Exploring job satisfaction
and intentions to quit among security officers: The role of work hygiene and motivator factors. Social
Sciences, 11 (11), 497-497. https://doi.org/10.3390/socsci11110497
35.
motivation to identify turnover intention of the non-executive level employees in selected supermarkets
in Colombo, Sri Lanka. Human Resource Management Journal, 4 (1).
https://doi.org/10.31357/HRMJ.V4I1.2859
36. Noermijati, N. (2020). Aktualisasi teori herzberg: Suatu kajian terhadap kepuasan kerja dan
kinerjamanajer operasional (penelitian di perusahaan kecil rokok sigaret kretek tangan di
wilayahmalang).
37. Outofi, A., Kharazmi, E., Yousefi, A., & Heidari, A. (2014). The comparative study of hygiene-
motivational factors based on Herzberg theory among faghihi and kossar shiraz hospitalsstaffs in 2011.
Journal of Hospital, 13 (2), 97-104.
38. Puspitasari, N. A., Rizwar, R., Jarulis, J., Darmi, D., & Putra, A. H. (2022). Studi kesejahteraan
kucingpeliharaan di beberapa toko hewan peliharaan (pet shop). BIOEDUSAINS: Jurnal Pendidikan
Biologi dan Sains, 5 (2), 382-390. https://doi.org/10.31539/bioedusains.v5i2.2352
39. Sadeghi, A., Ramandi, S. D., Toroski, M., Emami, O., Heydari, G., & Shahraki, H. (2014). Viewpoints
of the staff of north Khorasan university of medical sciences about the motivational and hygiene factors
affecting their performance and satisfaction. Sadra Medical Sciences Journal,2 (2), 111-121.
40.
performance of rafhan maize industry. The International Journal of Management, 10 (3).
https://doi.org/10.34218/IJM.10.3.2019/001
41. Shak, M. S. Y., Yashak, A., Tahir, M. H. M., Malik, N. A., Hasni, N. A., Kasmaruddin, N. I., &
International journal of academic research in business & social sciences, 12 (4).
https://doi.org/10.6007/ijarbss/v12-i4/12980
42. Silva, D. A. G. D., & Ferreira, D. (2023). Elements of interference in professional performance, well-
being and productivity: A comparative study with companies in the supermarket sector in a Brazilian
city. RGSA. https://doi.org/10.24857/rgsa.v18n2-002
43. Silva, P. M. D. (2024). The relationship between organizational climate and employee motivation of a
hemotherapy center. https://doi.org/10.56238/sevened2023.007-068
44. Tan, T. H., & Waheed, A. (2011). Herzberg's motivation-hygiene theory and job satisfaction in the
Malaysian retail sector: The mediating effect of love of money.
www.rsisinternational.org
Page 6539
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
45. Torre, Y. G. L. (2024). Explorando la teoría de motivación de herzberg: Una revisión teórica de
suimpacto en aspectos valorados por las organizaciones. Gestión en el tercer milenio, 27 (54),363-389.
https://doi.org/10.15381/gtm.v27i54.27596
46. xploring motivation and job
satisfaction of hospitality workers in Dubai. International Journal of Organizational Analysis.
https://doi.org/10.1108/IJOA-12-2020-2517
47.
factorsmotivation theory. Manajemen, Bisnis & Akuntansi: Jurnal Ilmiah Manajemen, Bisnis
&Akuntansi, 21 (3), 246-262. https://doi.org/10.33557/mbia.v21i3.1777
48. Wibowo, H. N., Wajdi, M. F., & Sholahuddin, M. (2024). Enhancing employee job satisfaction in the tax
sector: The role of motivation and hygiene factors at the directorate general of taxes. International
Journal of Economics and Management Research, 3 (1), 200-219.https://doi.org/10.55606/ijemr.v3i1.180
49. -factor theory: Motivational factors and hygiene
factors in the financial industry. https://doi.org/10.69569/jip.2024.0055
50. Zhang, M., & Devi, S. (2024). Toward a theory of motivation and performance for organizational
employees: A case study of a Walmart store in the USA. Public Administration Research, 13(2), 9-9.
https://doi.org/10.5539/par.v13n2p9
