Libraries at University of Nebraska-Lincoln


Date of this Version



Bodla, M.A. & Naeem, B (2008). Relevance of Herzberg’s Theory to Pharmaceutical Salesforce in Pakistan. The International Journal of Knowledge Culture and Change Management, 8(1).

Dash, M., Singh, A., & Vivekanand. (2008). Motivation in ITES Industry: Dimensionality with reference to Herzberg’s Theory. The Icfai Journal of Organizational Behavior, 7 (2), 19-27.

Jones, N. B. & Lloyd G. C. (2005). Does Herzberg’s motivation theory have staying power? Journal of Management Development, 24 (10), 929-943.

Maidani, E. A. (1991). Comparative study of Herzberg’s two-factor theory of job satisfaction among public and private sectors. Public Personnel Management, 20(4), 441-48.

Malik, M. E. & Naeem, B (2009). Motivational preferences of pharmaceutical salesforce empirical evidence from Pakistan, Pakistan Economic and Social Review, 47(1), pp. 19-30.

Wiley, C. (1997). What motivate employees according to 40 years of motivation surveys. International Journal of Manpower, 18(3), 263-280.

Wong, S., Siu, V., & Tsang N. (1999). The impact of demographic factors on Hong Konghotel employees’ choice of jobrelated motivators. International Journal of Contemporary Hospitality Management, 11(5), 230-241.

Zubair, Z. R. (2005).What motivates employees in Pakistani organizations: An in-depth study of ‘preferred motivation’.Karachi: Pakistan Institute of Management.


This paper is presented in World Library and Information Congress: 76th IFLA General Conference and Assembly 10-15 Aug. 2010 Gothenburg Sweden


This paper analyzes the opinion of LIS professionals about their motivational preferences on work place in Pakistani Universities. Questionnaire survey was used as data gathering instrument. The main objective of study is to explore the preferred motivators of LIS professionals and the relevancy of Herzberg Hygiene-Motivational theory to Pakistani context. The findings reveal that the respondents most preferred motivators are: opportunity to learn new skills and groom, opportunity for career development, having authority and responsibility, sense of fulfillment and communication. The least preferred motivators for LIS professionals are: culture of innovation and creativity, job security, participative management, employee welfare policies and fringe benefits. Its findings also support the Herzberg theory that learning opportunities and career development are more important to motivate them than job security and fringe benefits. This is the ever first empirical study to investigate the preferred motivators of LIS professionals and applicability of Hertzberg’s findings in Pakistani context. Being the first study the findings will be helpful for university higher authorities and HEC to enhance job satisfaction among LIS professionals and improve the overall performance through strategic planning.



To view the content in your browser, please download Adobe Reader or, alternately,
you may Download the file to your hard drive.

NOTE: The latest versions of Adobe Reader do not support viewing PDF files within Firefox on Mac OS and if you are using a modern (Intel) Mac, there is no official plugin for viewing PDF files within the browser window.