Explore the vast range of titles available.

Background Dental therapists play a critical role in addressing oral health needs, especially in underserved areas. However, the South African health system faces workforce shortages and challenges retaining mid‐level oral health professionals. Understanding attrition from the perspective of stakeholders involved in training, policy and regulation is key to addressing systemic barriers and improving retention. Aim This study aimed to explore the perspectives of key stakeholders on the factors contributing to attrition among dental therapists in South Africa, focusing on intrinsic and extrinsic influences as guided by Herzberg's two‐factor theory. Methods Through a qualitative exploratory study design, in‐depth interviews were conducted with stakeholders to explore their perspectives on dental therapists’ attrition. They were recruited using snowball sampling. All interviews were audio recorded, transcribed verbatim, and coded in NVivo 12. A team of researchers applied thematic analysis to agree on themes and sub‐themes, guided by Hertzberg's ideas of intrinsic and extrinsic factors. Findings Thirteen stakeholders participated in the study. Both extrinsic (policy implementation gaps, inadequate remuneration, limited recruitment opportunities and lack of professional identity) and intrinsic (limited career growth and unclear career pathways) factors were identified as key contributors to attrition. Despite the recognition of their essential role in primary healthcare (PHC), systemic challenges undermined professional satisfaction and retention. Conclusion The study fulfils its aim by providing a nuanced understanding of attrition from the perspective of stakeholders. Addressing both systemic (extrinsic) and motivational (intrinsic) factors is critical to strengthening workforce sustainability. Policy reforms, structured career pathways and enhanced professional recognition are necessary to retain dental therapists and ensure their integration into South Africa's PHC vision.

Aim: Motivation is an important management tool, especially in organisations where people's skills and abilities are crucial to effective performance. An example of such an organisation is the Police, which is still people-centred despite information technology modernisation. Motivation is therefore essential not only in leadership, but also in the psychological selection process, and its components and characteristics are examined. Methodology: For each member of the law enforcement services is a must, based on the legal obligation, to have the proper health, psychic and physical condition. The psychological test can facilitate police recruit selection, which includes, among others, an Occupational Stress Questionnaire for Law Enforcement Services (OSQLES), which has been used for decades in Hungary. Findings: In according to Herzberg's two-factor theory, I review and analyse the OSQLES' relevance and suitability for law enforcement services. Value: I will answer two questions. Firstly, whether the OSQLES is a suitable method to obtain the right information through questions and scales and secondly, whether it is suitable to identify the factors of the Herzberg's theory.

Objective: The objective of this study is to investigate the relationship between the level of education completed after high school graduation and the level of job satisfaction among U.S. contact center employees.   Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. Herzberg’s Two Factor Theory stands out, providing a solid basis for understanding the context of the investigation.   Method: The methodology adopted for this research comprises a quantitative correlational approach. Participants include U.S. contact center employees. Data collection was carried out through questionnaires distributed to contact center employees.   Results and Discussion: The results obtained revealed that the level of education completed after high school graduation does not significantly impact the level of job satisfaction for U.S. contact center employees. In the discussion section, these results are contextualized in light of Herzberg’s Two Factor Theory, highlighting that education completion cannot be utilized as a motivator factor in this context. Possible discrepancies and limitations of the study are also considered in this section.   Research Implications: The practical and theoretical implications of this research are discussed, providing insights into how the results can be applied or influence practices in the field of business and education. These implications could encompass human resources, management, and post-high-school education.   Originality/Value: This study contributes to the literature by offering a practical contribution to contact center professionals and educational institutions. The relevance and value of this research are evidenced by its potential to impact contact center hiring processes and assessing the value of post-high-school education for contact center employees.

For one company to have a competitive advantage and sustainability over others, its human resource management is of the utmost importance to secure competent employees. As job satisfaction plays a critical role in securing excellent manpower and enhancing corporate performance, it is essential to identify factors that would affect employees’ job satisfaction. Recently, writing reviews with integrity on job portal sites by former and current employees has become prevalent as such websites have guaranteed the reviewers’ anonymity. For this reason, we collected a vast amount of review data over nine industries, such as IT web communication, from one of the representative job portal sites in South Korea, Job Planet, and investigated factors that affect one’s job satisfaction based on the two-factor theory. As a result, it was found that (1) both motivation and hygiene factors had a substantial effect on job satisfaction over all industries; (2) the moderating effect between former and current employees was different for each industry; and (3) there was no moderating effect on job satisfaction between motivation and hygiene factors.

Purpose This study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity. Design/methodology/approach This study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses. Findings The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory. Research limitations/implications Although quantitative research is the most useful research tool and is used most widely, the method can provide only limited information, while qualitative research might provide further information that would allow us to understand the relation between motivation, job satisfaction and turnover intentions better from different perspectives. Future research using Herzberg’s interview method would be helpful to obtain more detailed information regarding these factors. Originality/value This study is one of the first to use both job satisfaction and dissatisfaction separately to explore the relations among senior citizen employees’ motivators, hygiene factors, job satisfaction and dissatisfaction and turnover intentions in the hospitality industry, as most previous studies have used job satisfaction alone. This study’s empirical findings of the validity of Herzberg’s two-factor theory in this context prove that the theory remains applicable in a new environment six decades after its original development.

Purpose The purpose of this study is to analyze online hotel reviews produced by customers to identify and compare factors known as satisfiers and dissatisfiers based on Herzberg’s two-factor theory. This approach was applied to compare full-service and limited-service hotels, which can show different levels of customer expectation. Design/methodology/approach A content analysis of 919 satisfaction- and dissatisfaction-indicating reviews of 100 hotels in both full-service and limited-service hotel segments in New York City on Trip Advisor was conducted. Findings Results show that satisfiers and dissatisfiers in full-service hotels were distinct, with the exception of two common service-related factors, namely, “staff and their attitude” and “service”. On the other hand, “staff and their attitude” and four room facilities-related factors, “room cleanliness/dirtiness”, “bed”, “bathroom” and “room size”, were revealed as common satisfiers and dissatisfiers in limited-service hotels. To fulfill customer satisfaction and resolve dissatisfaction in both full-service and limited-service hotels, satisfiers and dissatisfiers should be highlighted according to the hotel class; the most critical factor is “staff and their attitude”. Practical implications Analysis of online hotel reviews provides understanding of customers’ satisfiers and dissatisfiers, and the results are very useful to hotel management. Therefore, hotel operators should monitor electronic word-of-mouth, recognizing and acting upon previous and current customers’ satisfactory and unsatisfactory reactions. Originality/value As technologies such as social media develop, customers are increasingly sharing their satisfactory and unsatisfactory experiences on consumer-generated online review sites. These have become a major source of information not only for customers deciding on a hotel stay but also for hotel managers trying to understand their customers and competitors.

China's 3-child policy has increased the demand for scientific and personalized pregnancy health management. The convenience of mobile health has promoted the use of pregnancy management apps among pregnant women. User satisfaction has a significant impact on continued use intention. Systematically evaluating user satisfaction with pregnancy management apps is of great significance in promoting the digital transformation of maternal-infant health care. This study aimed to explore user satisfaction with pregnancy management apps by mining user-generated content and analyzing the differences in user satisfaction among different operating systems. Under the guidance of Herzberg two-factor theory, this study explored the demand structure in user experience and investigated the influencing factors on satisfaction from 2 aspects: user satisfaction and dissatisfaction, providing reference for the development of mobile health apps for pregnancy management. We screened pregnancy management apps from the app stores of 5 mobile phone manufacturers in mainland China and collected the app-based reviews and ratings posted by users. We performed topic clustering and semantic parsing using the latent Dirichlet allocation and DeepSeek-R1 models. Influencing factors for satisfaction and dissatisfaction were identified using the Tobit regression model. The Kano model was used to classify the factors as basic or attractive. The Wald test was applied to analyze the differences in the effects across various factors. We examined 86 pregnancy management apps, amounting to 180,107 reviews in total. The overall satisfaction rate with pregnancy apps was relatively high (72.34%). Android users had higher satisfaction rates than iOS users (89.32% vs 60.75%). User reviews were clustered into 12 themes, categorized into 3 types: technical security support, basic service experience, and maternal-infant scenarios. The basic factors causing dissatisfaction included system login (β=2.829; P<.001) and privacy disclosure (β=1.955; P<.001). Attractive factors boosting satisfaction included storage optimization (β=0.220; P<.001), page design (β=0.223; P<.001), function provision (β=0.023; P=.001), platform feedback (β=0.222; P<.001), physicians' inquiries (β=0.356; P<.001), menstrual management (β=0.209; P<.001), pregnancy guidelines (β=0.306; P<.001), parenting science popularization (β=0.238; P<.001), growth record (β=0.401; P<.001), and maternal-infant community (β=0.307; P<.001). There were significant differences in user satisfaction between the iOS and Android platforms, reflecting the heterogeneity of responses to user demands in different technological ecosystems. Twelve themes showed the multilevel needs of pregnant women for pregnancy management apps, forming a progressive service chain: security guarantee to demand satisfaction to experience improvement. Twelve factors had asymmetric correlations with user satisfaction and dissatisfaction with pregnancy management apps. Two factors were related to basic attributes of the apps and 10 factors to attractive attributes. By distinguishing between basic and attractive factors, the use of pregnancy management apps may be improved.

PurposeBased on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.Design/methodology/approachThis research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.FindingsPerformance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.Practical implicationsUnder the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.Originality/valueThis research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.

PurposeSwitching to public cloud enterprise resource planning (ERP) systems not only provides financial and functional benefits to organizations, but also results in sunk costs of incumbent systems and uncertainty costs of cloud systems. The purpose of this study is to investigate the enablers and inhibitors concerning switching to cloud ERP systems at the organizational level.Design/methodology/approachData were collected from 212 top managers and owners of the enterprises in Taiwan, and 10 hypotheses were examined using structural equation modeling.FindingsTechnological (system quality), organizational (financial advantage), and environmental contexts (industry pressure) are found to be the antecedents of switching benefits. Perceived risk of cloud ERP systems and satisfaction with and breadth of use of incumbent ERP systems are found to be the predictors of switching costs. Switching benefits positively affect switching intention, but switching costs negatively affect switching intention.Research limitations/implicationsThis study develops a theoretical model grounded in a set of theoretical foundations, including two-factor theory, technology-organization-environment (TOE) framework, information systems (IS) success model, and expectation confirmation theory (ECT). Two-factor theory is used to characterize switching benefits and costs that affect switching intention. Technological factors come from IS success model, and the factors affecting benefits are organized based on TOE framework. Sunk costs of incumbent ERP systems are developed based on ECT.Originality/valueDifferent from previous studies on cloud computing adoption, this study provides insights into switching intention to cloud computing. The study also proposes an integrated model grounded in multiple perspectives to explain organizations' decisions to switch to cloud ERP systems. These findings help cloud service providers better understand how to promote cloud ERP adoption from technical, organizational, and environmental perspectives.

Purpose Despite the growth of hotel guests’ mobile application use, limited studies identify hotel mobile application attributes and their roles in mobile application satisfaction and dissatisfaction. Therefore, drawing onto the information system success model and the two-factor theory, this study aims to establish a comprehensive framework of hotel mobile application attributes categorized into system, information and service attributes and investigate their roles in mobile application satisfaction and dissatisfaction. Design/methodology/approach A comprehensive framework of hotel mobile application attributes has been developed, drawing on the information system success model and using text analytics. A total of 88,309 mobile application reviews were collected for analysis. Furthermore, an impact asymmetry analysis was conducted to examine the extent of influence of mobile application attributes on satisfaction and dissatisfaction, thereby elucidating the contribution of mobile application attributes to both outcomes and expanding upon the two-factor theory. Findings Research findings present a holistic mobile application attributes framework and their roles in mobile application satisfaction and dissatisfaction by integrating theories and methodologies. Regarding the information quality, relevance emerged as the key factor for enhancing customer satisfaction, serving as a satisfier. In the realm of system quality, features stood out as the principal attribute leading to dissatisfaction. For the aspects of service quality, reliability was identified as the critical factor for achieving satisfaction. Overall, the findings confirm that mobile application attributes have unique roles in developing mobile application (dis)satisfaction. Research limitations/implications The study extends an understanding of hotel mobile application attributes’ roles, providing rigorous and practical guidance for improving customers’ mobile application experience in the hotel industry. The study sheds light on the importance of considering mobile applications from various perspectives. However, the current study is limited to using text analytics as its methodological approach. Therefore, future research can benefit from including interviews to achieve a deeper comprehension of the underlying factors contributing to the outcomes of this research. Originality/value The novel theoretical and methodological approach enhances the application of existing theories and uses of impact asymmetry analysis. Such an approach uncovers hidden patterns of the roles of mobile applications in customer satisfaction and dissatisfaction. The study also sheds light on the importance of considering mobile applications from various perspectives, such as information, system and service quality.