Final answer:
Employee satisfaction, according to Herzberg's two-factor theory, is achieved through the presence of motivators rather than just the absence of hygiene factors. The presence of motivators such as achievement and recognition lead to job satisfaction, while hygiene factors can only prevent dissatisfaction. Organizational psychology measures job satisfaction and focuses on work-content factors.
"The correct option is approximately option C"
Step-by-step explanation:
According to Herzberg's two-factor theory, the condition necessary for employee satisfaction is c. The presence of motivators. Herzberg postulated that job satisfaction and dissatisfaction are influenced by two distinct sets of factors. These are hygiene factors and motivators. Hygiene factors, such as company policies, supervision, salary, interpersonal relations, and working conditions, can prevent dissatisfaction but do not inherently provide satisfaction. On the other hand, motivators, such as achievement, recognition, the work itself, responsibility, advancement, and growth, are related to an individual's need for personal growth and can create job satisfaction.
It is also important to note the relevance of factors such as autonomy and the work content itself, which have been empirically supported as strong predictors of overall job satisfaction. For instance, research suggests that the work-content factor, including variety and role clarity, is predictive of job satisfaction more so than financial rewards.
Furthermore, the area of I-O psychology that measures job satisfaction is b. organizational psychology. A symbolic interactionist's approach to the study of job satisfaction would likely focus on employees' perceived control over their work, involvement in decision-making, freedom from surveillance, and the feeling of being integral to the outcome of their work. These factors are essential to understanding and improving employee satisfaction and motivation in the workplace.