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An optimist and a pessimist, Vladimir Makovsky, 1893. Researchers operationalize the term "optimism" differently depending on their research. As with any trait characteristic, there are several ways to evaluate optimism, such as the Life Orientation Test (LOT), an eight-item scale developed in 1985 by Michael Scheier and Charles Carver.
One factor accounting for ambiguity in research into the model is whether researchers have assessed attributions for hypothetical events or for real events. Those studies that have looked at attributions for hypothetical events have been more supportive of the model, possibly because these studies are more likely to have controlled for event ...
Quality of working life (QWL) describes a person's broader employment-related experience.Various authors and researchers have proposed models of quality of working life – also referred to as quality of worklife – which include a wide range of factors, sometimes classified as "motivator factors" which if present can make the job experience a positive one, and "hygiene factors" which if ...
This is a particularly useful view for organizations, because the practices set out in the theories can be implemented more practically in an organization. Ultimately, according to the job-based theories, the key to finding motivation through one's job is being able to derive satisfaction from the job content. [4]
The resulting optimism—one that grew from pessimism—is a learned optimism. The optimist's outlook on failure can thus be summarized as "What happened was an unlucky situation (not personal), and really just a setback (not permanent) for this one, of many, goals (not pervasive)".
That’s a key component of any person’s life: your job. At the end of the day, it all comes down to jobs. I think that this should make people feel a little bit better about the prospects for ...
O*NET ranks how important "t he ability to remember information" is in any job, assigning each a score between one and 100. Positions that require a lot of memorization receive a higher score ...
The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met.