其他摘要：A distinction was made between two interpretations of Herzberg´s (1966) two-factor theory of job satisfaction, one referring to the employee´s global satisfactíonydissatísfaction with his job (job attitudes) and another referring to his concrete satisfying and dissatisfying experiences on the job (raw feelings). The validity of the second interpretation was examined in a field study using ratings supplied by Peruvian civil servants (N=279) o Three unambiguous intrinsic factors and three unambiguous extrinsic factors, both defined as job attríbutes, were specífied. In order to take ínto account individual differences, the independent variables were conceptualized as there is - there should be consistencies and were operationalized as degrees of satísíactiou/díssatísfactíon with the job faceto The dependent variables were two experiential scales: intensity of satisfactions and íntensíty of dissatisfactions experienced on the jobo The results were consistent with versions 1, 11, and 111 of Herzberg´s theory (King, 1970), though not with the hard versions, IV and V. Nevertheless, the results are more favorable to the theory than those reported by Waters & Waters (1972), the difference being that in the present case extrinsic factors showed greater strength as causes of dissatisfying experiences
