The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions.

By Adam M. Grant. Journal of Applied Psychology, 2008

1,068 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e254bc34ca837dd2351b610658186759173ca66a

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Citations in the corpus

Transformational leadership, psychological empowerment, and the moderating role of mechanistic–organic contexts (2014, methodology): “As employees find meaning in their work and recognize that their work has a tangible impact on others, they have a stronger internal drive to deliver a better work product (Grant, 2008).”
Reversing the Extraverted Leadership Advantage: The Role of Employee Proactivity (2011, background): “Indeed, research has shown that when employees feel that their contributions are valued, they respond by increasing their effort (Grant, 2008; Grant & Gino, 2010).”
Job crafting and meaningful work. (2013, background): “…around the job holder very clear, employees may have an easier time making sense of how their work has an impact on others in the organization, which may facilitate positive meaning-making (Wrzesniewski, et al., 2003) and foster increased motivation and performance (Grant, 2007, 2008).”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, methodology): “Grant and Mayer (2009) S1–S2 measures: Prosocial citizenship motives, using the four-item scale developed by Grant (2008a) S1: Prosocial citizenship motives and impression management motives interacted to determine interpersonal OCBs.”
What makes work meaningful and why economists should care about it (2020, background): “…(i.e. task meaning) increases effort and productivity (Ariely et al., 2008; Bäker and Mechtel, 2018; Chadi et al., 2016; Chandler and Kapelner, 2013; Grant, 2008; Kosfeld et al., 2017) For example, Ariely et al. (2008) conducted two experiments manipulating the meaningfulness of the task (finding…”
On the meaning of work: A theoretical integration and review (2010, background): “…of work literature addresses how individuals’ interactions and relationships with other persons or groups, both within and outside the workplace, influence the meaning of their work (Grant, 2008b; Kahn, 1990, 2007; Near, Rice, & Hunt, 1980; Pratt & Ashforth, 2003; Wrzesniewski et al., 2003).”
GETTING CREDIT FOR PROACTIVE BEHAVIOR:SUPERVISOR REACTIONS DEPEND ON WHAT YOU VALUE AND HOW YOU FEEL (2009, background): “Values are guiding principles in life, and a core dimension along which they vary is the extent to which they are prosocial—other-oriented, benevolent, and altruistic versus selfinterested, entitled, and egoistic (Grant, 2008; Rioux & Penner, 2001; Schwartz & Sagiv, 1995).”
When Job Performance is All Relative: How Family Motivation Energizes Effort and Compensates for Intrinsic Motivation (2017, methodology): “…Figure 1 about here ---------------------------------------------------- FAMILY MOTIVATION In recent years, organizational scholars have devoted growing attention to prosocial motivation, the desire to expend effort to benefit other people (Grant, 2007, 2008a).”
Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations (2010, background): “…to enrich employees’ experiences of task significance and contact with beneficiaries—both of which can increase perceptions of prosocial impact (Grant, 2008b; Grant et al., 2007)—may prove valuable in preventing against burnout for those who lack high intrinsic motivation or core…”
Transformational Leadership, Innovative Behavior, and Task Performance: Test of Mediation and Moderation Processes (2012, background): “For example, Grant (2008) reported that the positive association between task significance and employee behavior was mediated by perceptions of social impact and social worth.”
Can prosocial motivation harm entrepreneurs' subjective well-being? (2019, methodology): “Considering that prosocial motivation pushes individuals toward wanting to achieve their targets (Grant, 2008a; Weinstein and Ryan, 2010), entrepreneurs' inability to simultaneously realize their prosocial goals as well as those of their firm can create a stressful experience and impact their…”
JOB TITLES AS IDENTITY BADGES: HOW SELF-REFLECTIVE TITLES CAN REDUCE EMOTIONAL EXHAUSTION (2014, background): “Employees appeared to interpret their self-reflective titles as a buffer that helped them deal with the solemnity and gravity of their work, enabling them to focus on how their jobs benefit others (Grant, 2007, 2008).”
How work redesign interventions affect performance: An evidence-based model from a systematic review (2021, background): “Grant (2008a) observed that those low in conscientiousness or with strong prosocial values were most responsive to a task significance intervention.”