DO HIGH JOB DEMANDS INCREASE INTRINSIC MOTIVATION OR FATIGUE OR BOTH? THE ROLE OF JOB CONTROL AND JOB SOCIAL SUPPORT.

• DOI: 10.2307/30040627
• Publication Date: 2010-04-28T12:50:14Z
• Authors: N. W. Van Yperen; M. Hagedoorn
• Keywords: Job control; Personnel psychology; Job Stress; Employee Motivation; Job characteristic theory

In this study, we used Karasek’s demand-control-support model to determine whether either job control or social support both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high demands. Survey data on 555 nurses suggest that in particular reduces highly demanding jobs, whereas levels instrumental produce elevated motivation, regardless the level order become successful even more successful, today’s work organizations need maximize use their employees’ actual potential skills. More than ever before, private public sector are introducing new forms organizational design management, such as total quality lean production, empowerment (Parker & Wall, 1998). These initiatives may inspire learn develop skills they meet increasing demands, but raise strain other negative healthrelated outcomes employees, generating significant costs terms sickness, lost time, low productivity Sprigg, 1999; Theorell Karasek, 1996). Building demand-controlsupport (DCS model) developed by Karasek his associates (Karasek, 1979; Theorell, 1990), present study examines conditions minimize jobs. The interaction between demands has been studied frequently with respect (e.g., Ganster Fusilier, 1989; Schaubroeck Merritt, 1997; 1996; Jackson, Mullarkey, Parker, Xie, 1996), largely neglected motivation. Moreover, role drawn little empirical attention far is concerned, no theoretical regard (cf. Parker Van der Doef Maes, 1999). contributes substantially management theory knowledge focusing and, specifically, examining control, simultaneously.