THE SATISFACTION GAP FROM SUPPORTING FACTORS AND POLICY IMPLICATIONS IN MAINTAINING WORK MOTIVATION OF FULL-TIME UNION OFFICIALS

This study aims to assess the role and level of satisfaction with hygiene factors—comprising salary, bonuses, social welfare, and training & development—in maintaining the work motivation of full-time trade union officers in Ho Chi Minh City. Based on Structural Equation Modeling (SEM) with survey data from 350 full-time trade union officers, the results show that hygiene factors have a positive but weak impact on work motivation (β = 0.22; p < 0.05), and the average satisfaction level is low (Mean < 3.0/5.0). Conversely, the public service motivation (PSM) variable demonstrates a significantly stronger impact (β = 0.65; p < 0.01), indicating that intrinsic motivation plays a central role. This result reinforces Herzberg's (1959) argument that hygiene factors only help prevent dissatisfaction, rather than creating sustainable motivation. The study proposes several policy implications: (1) improving flexible remuneration mechanisms; (2) professionalizing training; (3) strengthening organizational justice; and (4) establishing a two-way feedback system to retain a competent and long-term committed team of fulltime trade union officers.