Two Factor Theory[二因素理论]
(Hertzberg)

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激励因素与保健因素。 Frederick Hertzberg的Two Factor Theory[二因素理论]和KITA理论解析。

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Two Factor Theory Diagram 美国心理学家Frederick Hertzberg的二因素理论（Two Factor Theory）试图证明，个人对工作的态度在很大程度上决定着任务的成功与失败，Hertzberg研究证明，个人对工作的满意与否受两个因素制约：能给人们带来满意和心理成长的因素，通常都是工作内在的，即由工作本身所决定的激励因素（Motivation Factors）；而引起人们不满意的往往是一些工作外的因素，大多与人们的工作条件和环境有关，Hertzberg称之为保健因素（Hygiene Factors）。 Herzberg通过对两百多名美国的会计、工程师等白领工作者的调查，从而总结出了“二因素理论”（Two Factor Theory），又称“保健-激励理论”（Motivation-Hygiene Theory）。

保健-激励因素

保健因素处理不好，会引发员工的不满情绪；处理得好，则可以预防或消除这种不满。然而，保健因素并不能对员工产生激励作用，只能起到保持人的积极性、维持工作现状的作用。所以保健因素又称为“维持因素”。
激励因素处理得好，不仅能够产生满意情绪，而且能够促进人们产生更好的绩效；如果处理不当，其不利效果顶多是没有满意情绪，但不会导致不满。激励因素源于工作内在的促发动力。

典型的保健因素

工作环境
管理和监督
薪水
状态
安全
公司
工作
公司政策与治理
人际关系

典型的激励因素

工作成就感
工作成就得到的认可
工作上的责任感
工作富有趣味
高水平的工作要求
晋升与成长

二因素组合构成的四种情境：

高保健因素 + 高激励因素：最理想的工作情境，员工具有较高的工作热情，鲜有不满情绪。
高保健因素 + 低激励因素：员工没有不满情绪，但是也没有较高的工作热情，工作的目的就是为了薪水。
低保健因素 + 高激励因素：员工存有高度工作热情的同时，对工作条件也有很多不满。这种情境往往出现于那些具有挑战性和鼓舞人心的工作，但是薪水和工作条件却差强人意。
低保健因素 + 低激励因素：这属于最坏的工作情境，员工既无工作热情，又有大量怨气。

Herzberg建议，工作可以而且应该按照以下方法来安排组织：

扩大工作范围，
轮换工作岗位，
充实工作内容。

除了二因素理论以外，Frederick Hertzberg还有一个著名的KITA理论，即打屁股（Kick In The Arse），后来这一提法被改成更为文雅的KITP，即踢裤子（Kick In The Pants）。用Herzberg的话说，KITA不能够产生任何工作激励，它的作用只在于使员工动起来。

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