Motivator factors of employees in Finnish SMEs in 2023
Pohjanheimo, Venla (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023051611158
https://urn.fi/URN:NBN:fi:amk-2023051611158
Tiivistelmä
This study challenges the role of the Dual-factor theory of motivation by Frederick Herzberg as a determinant of employee motivation, in the context of Finnish small and medium-sized enterprises (SMEs) in 2023. Herzberg suggests a dichotomy between the factors that decrease job dissatisfaction (Hygiene factors) and the factors that increase job satisfaction and result in long-term motivation (Motivator factors). The theoretical framework of this paper presents arguments that contradict Herzberg’s study, stating that Hygiene factors can also be determinants of satisfaction and motivation, and imply that Herzberg’s research methodology is unreliable and biased.
The objective of the study was to answer the research question, “What are the motivator factors of employees in Finnish SMEs in 2023”, by conducting quantitative research and finally comparing results with Herzberg’s theory. An online questionnaire was conducted with eight Finnish SMEs from varying industries, where 151 participants ranked, chose, analysed, and commented on the factors that they personally find, or would find, most satisfying and motivating in their work environments. The impact of the Covid-19 pandemic on results is discussed.
The results suggest that Herzberg’s Dual-factor theory is not fully applicable for Finnish SMEs in 2023, due to fluctuations in results between the subgroups of employee ages, years of work at the company, and employees with subordinates. According to the results, employees in Finnish SMEs are motivated by factors such as the work itself, the opportunity for remote work, a fair salary, interpersonal relationships, as well as organisational culture values.
The results of the study help the senior management of partner SMEs to identify motivators of their employees. Introducing these factors into the work environment and maintaining them will enhance employee productivity and decrease voluntary turnover in the long run.
The objective of the study was to answer the research question, “What are the motivator factors of employees in Finnish SMEs in 2023”, by conducting quantitative research and finally comparing results with Herzberg’s theory. An online questionnaire was conducted with eight Finnish SMEs from varying industries, where 151 participants ranked, chose, analysed, and commented on the factors that they personally find, or would find, most satisfying and motivating in their work environments. The impact of the Covid-19 pandemic on results is discussed.
The results suggest that Herzberg’s Dual-factor theory is not fully applicable for Finnish SMEs in 2023, due to fluctuations in results between the subgroups of employee ages, years of work at the company, and employees with subordinates. According to the results, employees in Finnish SMEs are motivated by factors such as the work itself, the opportunity for remote work, a fair salary, interpersonal relationships, as well as organisational culture values.
The results of the study help the senior management of partner SMEs to identify motivators of their employees. Introducing these factors into the work environment and maintaining them will enhance employee productivity and decrease voluntary turnover in the long run.