Senior Professional in Human Resources (SPHR) Certification Practice Exam 2025 - Free SPHR Practice Questions and Study Guide

The choice of pay and benefits as an external factor associated with job satisfaction is grounded in motivation theories, particularly in the context of Herzberg's Two-Factor Theory. According to this theory, pay and benefits are categorized as hygiene factors because they prevent dissatisfaction but do not necessarily lead to increased satisfaction or motivation. When employees feel that their compensation and benefits are fair and adequate, they are less likely to experience dissatisfaction. However, if these factors are lacking, it can lead to significant dissatisfaction and disengagement.

While other factors like job design, work-life balance, and career advancement opportunities play important roles in enhancing job satisfaction, they fall more into the category of motivators that increase engagement and satisfaction when optimized. Job design can enhance the meaningfulness of work, work-life balance promotes well-being, and career advancement opportunities cater to growth and development. However, without competitive pay and benefits, employees may remain unsatisfied regardless of how well these other factors are managed.

Thus, pay and benefits serve as a foundational external factor influencing job satisfaction, as they directly impact employees' feelings of being valued and compensated for their contributions.