Modeling the impact of HRM practices on knowledge workers’ job satisfaction and intention to stay: re-examining the Herzbergʹʹs two-factor theory of motivation

This study aimed to test the influence of HRM practices including the development of skills, compensation, opportunity to participate, organizational support and procedural justice on knowledge workers’ job satisfaction and intention to stay. In this regard, the empirical evidences from knowledge workers were collected to re-test the Herzbergʹs two-factor theory of motivation in the context of the academic community of Iran. Standard questionnaires were used to measure the variables. In order to gather data, stratified random sampling of faculty members in colleges and higher education institutions in South Khorasan province of Iran, was accomplished. The results obtained in method of path analysis with AMOS software show that among the five factors examined in this study, the influencing of two factors including the development of skills and organizational support on knowledge workers is consistent with the Herzbergʹs two-factor theory of motivation. Empirical evidences on the other three factors were not compatible with this theory. Keywords: