The validity of Herzberg’s Two-Factor Theory of Motivation was tested empirically by using the data obtained from foodservice soldiers and logistics officers serving in the Korean Army foodservice operation. This study also attempts to compare general job satisfaction between both sample groups and assess the effect of Herzberg’s motivators and hygiene factors on general job satisfaction so as to prioritize the importance of the motivation factors. The results showed there was a statistically significant difference in job satisfaction between the foodservice soldiers and logistics officers. Additionally, the results regarding Herzberg’s Two-Factor Theory were quite opposite between the two sample groups. Foodservice soldiers showed that hygiene factors were more powerful predictors of general job satisfaction than motivators. On the other hand, motivators had a more significant association with logistics officers’ general job satisfaction than hygiene factors. A multiple regression model including 15 different motivation factors was used to evaluate the relative importance of the 15 motivation factors. For foodservice soldiers, human supervision and independence factors were ranked first and second, respectively. Whereas, achievement and working condition factors were identified as the most important motivation factors for logistics officers to boost general job satisfaction.

Key Words: motivators; hygiene factors; job satisfaction; Two-Factor Theory of Motivation, Herzberg; foodservice