Final answer:
Herzberg's motivation-hygiene theory suggests that recognition and personal growth, such as advancing education and certification, most likely contribute to increased job satisfaction. Salary and bonuses are considered hygiene factors, which do not sustain lasting job satisfaction. Therefore, recognizing and rewarding educational advancements and certifications would most likely increase job satisfaction for nurses.
Step-by-step explanation:
According to Herzberg's motivation-hygiene theory, factors that contribute to job satisfaction are different from those that lead to job dissatisfaction. Herzberg classified factors affecting the work environment into two categories: hygiene factors and motivators.
Hygiene factors, such as salary and working conditions, do not increase job satisfaction but, if absent or inadequate, can lead to job dissatisfaction. In contrast, motivators are elements that lead to increased job satisfaction and include aspects such as recognition, personal growth, and the work itself.
Given the options, the one that would most likely contribute to increased job satisfaction, following Herzberg's theory, is option 1: the organization recognizes and rewards those nurses who advance their education and achieve certification such as the CCRN certification for critical care RNs. This is because recognition and opportunities for personal growth are classified as motivators in Herzberg's theory, which directly contribute to increased job satisfaction.
Hiring bonuses and salary increases might temporarily please employees, but according to Herzberg, they are not sustainable motivators for job satisfaction in the long term. However, establishing effective relationships could contribute to a better working environment, but they are not as strongly linked to job satisfaction as achievement, recognition, and work itself.