According to Herzberg's two-factor theory, also called motivation-hygiene theory, proposes that there are factors that can motivate employees and that there are also elements that cannot motivate them . This implied that they could be satisfied with the motivational factor, including the new challenges of the job, the increased responsibility and authority, and the new opportunities. Instead, he stated that the reason for employee dissatisfaction is due to hygiene factors involving overall pay, safety, better working conditions and employment status (Dartey-Baah and Amoako, 2011). Furthermore, from the point of view of Tims and Bakker (2013), they hypothesized that the two-factor theory may not be applicable in all areas, because the theory implies that all employees can potentially positively influence work motivation depending on the factors motivating but not from hygiene. factors. However, in fact, these two elements cannot be isolated and in some cases need to be connected and transformed. Furthermore, work engagement has recently been mentioned more than employee motivation when talking about employee job satisfaction. According to Warr and Inceoglu (2012), it is possible to achieve a higher level of job satisfaction