The Effect of Intrinsic Motivation on Inter-task Performance

Motivation can be defined as the direction of behavior toward a specific goal. Because motivation directly influences employees’ performance in their tasks, it plays an active role in organizational success. The majority of existing research focuses on the effects of intrinsic and extrinsic motivation on performance, but there are very few studies that explain the impact of motivation on cross-task performance.

The English word "motive" derives from the Latin word "movere," meaning to move or set in motion. Motivation is a psychological mechanism that identifies the internal and external factors that drive human behavior, determine its intensity and direction, and sustain its continuation.

It refers to acting in order to fulfill one’s own desires and wishes. In the workplace, the presence of intrinsic motivation sources can be identified when employees perceive their work as having purpose, experience a sense of achievement, seek recognition, and desire personal growth.

It is defined as being motivated by external factors. In the workplace, extrinsic motivation sources include salary increases, rewards, promotions, and additional social benefits.

Organizational psychologists have regarded intrinsic motivation as the primary driver of workplace performance for decades. Numerous field studies have linked intrinsic motivation to improved job performance. However, the findings of Shin and Grant have introduced a new perspective on intrinsic motivation. An employee’s level of intrinsic motivation in one task can directly increase or decrease performance in other tasks. Research has found that the more intense the enjoyment, the broader the repertoire of interests and the more attention is diverted away from other areas. High intrinsic motivation in one task leads employees to overfocus on those tasks they find most engaging, while reducing attention and engagement in less interesting tasks. Furthermore, high intrinsic motivation increases fluctuations in cross-task performance, resulting in high performance in some tasks and low performance in others. In contrast, moderate levels of motivation have been shown to sustain higher performance even in monotonous tasks, highlighting the importance of balancing motivation levels. Ultimately, intrinsic motivation must be considered not only for its positive effects but also for its potential disadvantages.