two-factor theory of work motivation
a theory holding that the factors causing worker satisfaction (those addressing higher order psychological needs such as achievement, recognition, and advancement; see motivators) and the factors causing worker dissatisfaction (those addressing basic needs and interpersonal processes, including salary, work conditions, and supervision; see hygiene factors) are not opposites of one another but are, in fact, independent factors. Thus, to improve job attitudes and productivity—that is, work motivation—employers and administrators must evaluate and address both sets of factors separately. [proposed by U.S. clinical psychologist Frederick Herzberg (1923–2000) in his 1959 book The Motivation to Work]