Herzberg's theory suggests that removing dissatisfying factors from a job does not necessarily guarantee satisfaction, in other words, the opposite of satisfaction is not dissatisfaction but rather there is a dual continuum where the opposite of “satisfaction” is “no satisfaction” and the opposite of dissatisfaction is “no dissatisfaction” (Robbins et al., 2013). Robbins et al., (2013) also highlight that organizations should emphasize intrinsically motivating factors such as success, recognition, job compatibility, responsibility and growth. Giancola (2011) and Hansen et al. (2012) also discuss Deci distinguishing intrinsic and extrinsic motivation. Deci's self-determination theory of human behavior suggests that people have three innate needs: competence and self-motivation, and relatedness, which refers to having a sense of connection with others and doing work that has a higher purpose (Matheson , 2011). Extrinsic motivation according to Deci has more to do with rewards, more with control and is less concerned and supportive of autonomy (Giancola, 2011; Hansen et al.,