Herzberg's two-factor theory identifies motivating factors that can contribute to what?

Herzberg's two-factor theory posits that there are two distinct sets of factors influencing job satisfaction and motivation: hygiene factors and motivating factors. Motivating factors, which include aspects like achievement, recognition, responsibility, and opportunities for growth, are crucial for enhancing job satisfaction. When these factors are present, they lead to a more engaged and satisfied workforce, contributing positively to employee retention.

Job satisfaction is essential for retaining employees because satisfied employees are more likely to stay with the organization, reducing turnover rates. This relationship between motivating factors and job satisfaction is a key component of Herzberg's theory, emphasizing the importance of creating a work environment that fosters these motivational elements.

In contrast, the other options do not directly reflect the core insights of Herzberg’s theory regarding motivation and job satisfaction. While employee dissatisfaction and turnover or company profits may be relevant to broader organizational behavior discussions, Herzberg’s focus is primarily on the aspects that enhance motivation and satisfaction in the workplace.