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Job characteristics theory is a theory of work design.It provides “a set of implementing principles for enriching jobs in organizational settings”. [1] The original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e ...
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.
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)".
In the definition above, the term "job" involves one's current position, one's work or one's occupation, and one's employer as its entity. However, one's attitude towards his/her work does not necessarily have to be equal with one's attitudes towards his/her employer, and these two factors often diverge. [4]
Hackman & Oldham proposed the job characteristics model, which is widely used as a framework to study how particular job characteristics impact job outcomes, including job satisfaction. The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to ...
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 ...
Positive mental attitude is that philosophy which asserts that having an optimistic disposition in every situation in one's life attracts positive changes and increases achievement. [3] Adherents employ a state of mind that continues to seek, find and execute ways to win, or find a desirable outcome, regardless of the circumstances.
Job crafting is an individually-driven work design process which refers to self-initiated, proactive strategies to change the characteristics of one's job to better align the job with personal needs, goals, and skills. [1]