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Herzberg’s two‐factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐factor theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s theory is not entirely applicable in the Thai construction setting. Some factors should receive attention if construction employees are to be motivated effectively.