The purpose of the present study is to provide a comprehensive framework for work motivation in administrative work environments based on the development of Herzberg’s Two-Factor Theory using a meta-synthesis approach. In terms of purpose, this study is applied, and in terms of approach, it is qualitative. The statistical population comprised all articles published in reputable domestic and international databases between 2006 and 2026, which were searched using specialized keywords. A meta-synthesis method was employed to analyze the findings. Out of a total of 380 unique articles, after quality appraisal using the Critical Appraisal Skills Programme (CASP) checklist and the Glynn tool, 50 articles were selected as the final sample and analyzed through content analysis via open, axial, and selective coding.The findings revealed that the extended Herzberg’s Two-Factor model comprises 8 main dimensions, 16 components, and 70 indicators. The four traditional dimensions—including ‘intrinsic motivators,’ ‘social motivators,’ ‘material hygiene contexts,’ and ‘human hygiene contexts’—were identified as the core foundation of the model. Alongside these classic factors, emerging components such as ‘digital and organizational infrastructure,’ ‘psycho-social capital,’ ‘macro-environment,’ and ‘motivational outcomes’ have gained an essential place in the final model. The highest frequencies among the indicators were associated respectively with ‘compensation and benefits,’ ‘job satisfaction,’ ‘job security,’ ‘organizational culture,’ and ‘organizational commitment,’ highlighting the enduring importance of classic hygiene factors alongside the emergence of modern components such as digital transformation, mental health, psychological capital, and work-life balance. Organizational motivation programs must, in addition to traditional factors, pay heed to emerging components such as digital transformation, mental health, psychological capital, and macro-environmental factors.