Specifically, we link whether people who are extraverted (i.e. outgoing, talkative and assertive) are more motivated by motivator factors or hygiene factors. In the remainder of this introduction, we shall briefly describe Herzberg's motivator-hygiene theory and the five-factor model of personality and hypothesise linkages between traits from the five-factor model and motivator and hygiene factors.
Herzberg's Motivator-Hygiene Theory.
Fredrick Herzberg's motivator-hygiene theory is based on the idea that there are two factors that can cause job satisfaction and job dissatisfaction. Motivators were factors that lead to job satisfaction and include the following factors - "achievement, recognition, work itself, responsibility and advancement". Herzberg argued that motivator factors related to the job content, whereas hygiene factors were related to the job context (i.e. work environment). Hygiene factors could lead to dissatisfaction and they included the following - "company policy and administration, supervision, salary, interpersonal relations and working conditions". .
Herzberg argued that improving hygiene factors would reduce job dissatisfaction, but will no effect on job satisfaction or motivation. On the hand, improving motivators will lead to an increase in job satisfaction, but will not decrease job dissatisfaction (Herzberg, Mausner & Snyderman, 1959). As a result, managers must provide hygiene factors which are sufficient to meet basic needs and then use motivators to meet higher-level needs. .
Five-Factor Model of Personality.
The five-factor model of personality (known as the "Big 5") are five personality dimensions in where virtually all personality traits can be grouped into the following groups: extraversion, agreeableness, conscientiousness, emotional stability and openness to experience.
Extraversion usually refers to people who are more talkative, assertive, adventurous and energetic.
