Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support

<?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance" xsi:schemaLocation="http://www.loc.gov/MARC21/slim http://www.loc.gov/standards/marcxml/schema/MARC21slim.xsd">
  <record>
    <leader>00000nab a2200000 i 4500</leader>
    <controlfield tag="001">MAP20071504005</controlfield>
    <controlfield tag="003">MAP</controlfield>
    <controlfield tag="005">20080418124054.0</controlfield>
    <controlfield tag="007">hzruuu---uuuu</controlfield>
    <controlfield tag="008">030708e20030601usa||||    | |00010|eng d</controlfield>
    <datafield tag="040" ind1=" " ind2=" ">
      <subfield code="a">MAP</subfield>
      <subfield code="b">spa</subfield>
    </datafield>
    <datafield tag="084" ind1=" " ind2=" ">
      <subfield code="a">874</subfield>
    </datafield>
    <datafield tag="100" ind1="1" ind2=" ">
      <subfield code="0">MAPA20080256555</subfield>
      <subfield code="a">Van Yperen, Nico W.</subfield>
    </datafield>
    <datafield tag="245" ind1="1" ind2="0">
      <subfield code="a">Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support</subfield>
      <subfield code="c">Nico W. Van Yperen and Mariët Hagedoorn</subfield>
    </datafield>
    <datafield tag="520" ind1="8" ind2=" ">
      <subfield code="a">In this study, we used Karasek's demand-control-support model to determine whether either job control or job social supporty or both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high jobs demands. </subfield>
    </datafield>
    <datafield tag="650" ind1="1" ind2="1">
      <subfield code="0">MAPA20080618186</subfield>
      <subfield code="a">Rendimiento en el trabajo</subfield>
    </datafield>
    <datafield tag="650" ind1="0" ind2="1">
      <subfield code="0">MAPA20080598877</subfield>
      <subfield code="a">Satisfacción laboral</subfield>
    </datafield>
    <datafield tag="650" ind1="1" ind2="1">
      <subfield code="0">MAPA20080579319</subfield>
      <subfield code="a">Cansancio laboral</subfield>
    </datafield>
    <datafield tag="650" ind1="0" ind2="1">
      <subfield code="0">MAPA20080555313</subfield>
      <subfield code="a">Motivación</subfield>
    </datafield>
    <datafield tag="650" ind1="1" ind2="1">
      <subfield code="0">MAPA20080610722</subfield>
      <subfield code="a">Estrategia organizativa</subfield>
    </datafield>
    <datafield tag="650" ind1="1" ind2="1">
      <subfield code="0">MAPA20080586713</subfield>
      <subfield code="a">Personal sanitario</subfield>
    </datafield>
    <datafield tag="700" ind1="1" ind2=" ">
      <subfield code="0">MAPA20080193836</subfield>
      <subfield code="a">Hagedoorn, Mariët</subfield>
    </datafield>
    <datafield tag="773" ind1="0" ind2=" ">
      <subfield code="w">MAP20077100482</subfield>
      <subfield code="t">Academy of management journal</subfield>
      <subfield code="d">New York</subfield>
      <subfield code="g">Vol. 46, nº 3, June 2003 ; p. 339-348</subfield>
    </datafield>
  </record>
</collection>