Impact Of Herzberg Two Factor Theory On Job Satisfaction – A Case Study Of Private Sector Bank Employees In Thane District

In the contemporary business landscape, job satisfaction has emerged as a critical focus for human resources management, garnering attention from both businesses and academia. Amidst the intensifying global competition, recognizing the pivotal role of job satisfaction in organizational performance has become imperative. Frederick Herzberg's Two-Factor Theory, a seminal framework in organizational psychology, delineates hygiene factors and motivators as crucial elements shaping employee satisfaction and motivation. This study delves into the application of Herzberg's theory within the private sector banking sector in Thane District, aiming to identify hygiene factors and motivators influencing job satisfaction among employees. Through a comprehensive research methodology employing primary data collection via questionnaires and employing linear regression analysis, the study investigates the relationship between Herzberg's factors and various facets of job satisfaction. The findings reveal significant relationships between Herzberg's Two-Factor Theory and working environment, monetary benefits, non-monetary benefits, and overall job satisfaction among private sector bank employees in Thane District. The study underscores the importance of addressing both hygiene factors and motivators to enhance job satisfaction and motivation among employees. The implications of this research extend to organizational strategies aimed at fostering a conducive work environment, recognizing and rewarding employee contributions, and aligning with employees' intrinsic motivational drivers. By integrating insights from Herzberg's Theory into human resource management practices, organizations can strive towards fostering greater employee engagement, productivity, and retention, thereby contributing to sustained organizational success.