Final answer:
Herzberg's studies found that factors contributing to job satisfaction were distinct from those leading to dissatisfaction, which relates to his dual-factor theory. Knowing this aids in understanding the relationship between job satisfaction, employee behavior, and organizational performance.
Step-by-step explanation:
The finding from the studies of Herzberg on employee behavior most accurately corresponds to the statement: A. Work characteristics associated with dissatisfaction were quite different from those pertaining to satisfaction. These findings are part of a larger discussion on job satisfaction, which is the degree to which individuals enjoy their job. Herzberg identified separate factors that lead to employee satisfaction (motivators) and dissatisfaction (hygiene factors). This dual-factor theory proposes that motivators such as recognition and personal growth lead to job satisfaction, whereas hygiene factors like company policy and salary can lead to dissatisfaction if not adequately addressed.
Understanding job satisfaction is crucial because it is somewhat correlated with job performance and overall life satisfaction. Additionally, low job satisfaction can lead to withdrawal behaviors, affecting organizational performance and turnover.
Lastly, measures of job satisfaction often use questionnaires, which may contain a Likert scale to gauge employee satisfaction levels. Feedback can be global or specific to certain job aspects, influencing how organizations approach improvements in their environment.