In the modern work environment, employees have jobs consisting of multiple tasks that they have to balance ( Ilgen and Hollenbeck, 1991 Raziq and Maulabakhsh, 2015). Therefore, there are substantial gaps in the knowledge concerning fluctuations of motivation through the workday and how employee motivation can be optimized from a temporal perspective ( Oldham and Hackman, 2010 Deci et al., 2017). 825), the conceptualization of job motivation has generally entailed an aggregation of different tasks into motivation for the job as a whole. Based on the definition of the job as “an aggregation of tasks assigned to a worker” ( Wong and Campion, 1991, p. However, little attention has been given to the temporal aspects of job motivation, as motivation within the work domain traditionally has been studied as a fixed contextual phenomenon. ![]() Job motivation has been extensively studied over the years, as it is crucial to numerous outcomes within the workplace, e.g., employee behavior, job performance, employee wellbeing, and attitudes ( Gagné and Deci, 2005 van den Broeck et al., 2016 van Iddekinge et al., 2018 Fishbach and Woolley, 2022). Implications for practitioners include the possibility of arranging jobs to maximize positive motivational outcomes. Synthesizing findings from these meta-narratives, a meta-theoretical model for understanding cross-task motivation was proposed.ĭiscussion: This model provides an extension of existing motivational theories elucidating temporal motivational processes. Results: Four key meta-narratives were identified, contributing information from different research traditions (1) restoration effects after need frustration, (2) intrinsic and extrinsic motivation, (3) cognitive carryover effects, and (4) meaning of work. Papers were analyzed using a meta-narrative approach according to RAMSES publication standards. Methods: Using a predetermined search strategy, a systematic search yielded 1,635 documents of which 17 were selected. The current meta-narrative review analyzes existing research on task motivation and synthesizes findings into a model of cross-task motivation. Existing research has addressed job motivation as an aggregation of the motivation for tasks, ignoring the possibility of temporal effects where the motivation for one task affects motivation in a subsequent task. Yet, research on job motivation addressing temporal influences has been sparse. ![]() Introduction: Substantial research on job motivation over the years has identified motivation to be essential to work outcomes such as wellbeing, attitudes, and performance. Department of Leadership and Organizational Behaviour, BI Norwegian Business School, Oslo, Norway.
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