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Abstract

Job satisfaction and dissatisfaction have long been considered two extremes on a continuum, meaning the presence of each job attribute will lead to employee satisfaction and its absence is likely to result in dissatisfaction. However, many recent studies have indeed shown that the impacts of these job attributes are not always one-dimensional. This approach was first inspired by the Two-factor theory by Herzberg et al. (1959) in the field of human resource management, which later has been widely applied and developed . in other related disciplines such as marketing and quality management. This paper, drawing on the well-known Kano’s model (1984), examines and confirms the asymmetric impacts of job attributes and suggests managerial implications for the tourism sector in Ho Chi Minh City.


 



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Issue: Vol 2 No 2 (2018)
Page No.: 12-20
Published: Dec 30, 2018
Section: Review
DOI: https://doi.org/10.32508/stdjelm.v2i2.508

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Creative Commons License

Copyright: The Authors. This is an open access article distributed under the terms of the Creative Commons Attribution License CC-BY 4.0., which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

 How to Cite
Phuong, M. T., Thao, H. D. P., & Loc, Q. V. (2018). Job satisfaction and dissatisfaction of employees: A theoretical gap. Science & Technology Development Journal - Economics - Law and Management, 2(2), 12-20. https://doi.org/https://doi.org/10.32508/stdjelm.v2i2.508

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