Abstract

Hygiene Theory, and so forth. The literature review covers both theory developments and empirical evidence. The study surveyed 135 Walmart employees and interviewed 23 Walmart employees. Based on this empirical study, the authors proposed motivation and performance theories for organizational employees. For employee motivation theory, seven factors are identified to contributing to employee motivation: 1) Compensation and benefits; 2) Training and development opportunities; 3) Supportive work environment; 4) Recognition and appreciation; 5) Clear communication and feedback; 6) Career growth opportunities; and 7) Support for work-life balance. For employee performance theory, six factors are identified to leading to employee performance: 1) Opportunities for professional development; 2) Competitive compensation and benefits; 3) A positive work culture; 4) Regular feedback and recognition; 5) Collaboration and teamwork; and 6) Employee well-being. The study also challenges Herzberg’s Two Factor Theory. Instead of differentiating “hygienic factors” and “motivator factors”, the authors conclude that the boundary of “hygienic factors and motivator factors” is blurred, and instead they should be put in a comprehensive package of motivation basket.

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