Abstract:
Motivation and job satisfaction are one of the most important concepts in the field of
organizational behavior and human resources management. Motivation and job satisfaction is the
key to organizational effectiveness and is a key predictor of job performance. The purpose of the
study was to see relationship between employee motivations and job Satisfaction using
Herzberg’s two-factor theory in Commercial Bank of Ethiopia Jimma District. The subjects of
the study were 151 employees and they were selected by employing stratified sampling methods.
Out of 151 participants selected for the study, only 136 valid questionnaires were collected and
filled the properly representing 90% of the total sample. Data were collected by adapting
Minnesota job satisfaction scales. The reliability of the adapted scales was tested and found to be
reliable. In analyzing, the data through descriptive analysis mean and standard deviation of
motivator and hygiene variables were computed. Correlation and regression analysis were
applied to identify the relationship, explain or estimates the predictor and test statistical
significance between job satisfaction and motivator factors. Further, the significance difference of
demographic factors and job satisfaction were investigated and tested using ANOVA. From the
seven Hygiene (extrinsic) factors that influence job satisfaction, the respondents agree in all
factors. The most influential Hygiene factor to overall motivation is Relationship with Coworkers, the highest weighted mean. The most important factor affecting the satisfaction level of
employees came out to be Achievement and Relationship with co-workers which got the maximum
weight mean score (M=3.6). The least important factor affecting the satisfaction level of
employees came out to be Personal growth which got the minimum weight mean score
(M=2.6).The results of this study revealed that, there were no significant differences in job
satisfaction in relation to gender, age, educational qualification, marital status and work
experience (years of service). Therefore, the differences may be due to random sample variation.
