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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 ...
In his terminology, the core is the developed, industrialized part of the world, and the periphery is the "underdeveloped", typically raw materials-exporting, poor part of the world; the market being the means by which the core exploits the periphery. Apart from them, Wallerstein defines four temporal features of the world system.
Core countries control and benefit from the global market. They are usually recognized as wealthy states with a wide variety of resources and are in a favorable location compared to other states. They have strong state institutions, a powerful military and powerful global political alliances. Core countries do not always stay core permanently.
A core competency is a concept in management theory introduced by C. K. Prahalad and Gary Hamel. [1] It can be defined as "a harmonized combination of multiple resources and skills that distinguish a firm in the marketplace" and therefore are the foundation of companies' competitiveness.
Dependency theory is the idea that resources flow from a "periphery" of poor and exploited states to a "core" of wealthy states, enriching the latter at the expense of the former. A central contention of dependency theory is that poor states are impoverished and rich ones enriched by the way poor states are integrated into the "world system".
As the middle ground, semi-peripheral countries display characteristics of both the core and the periphery. [4] They also serve as a political buffer zone in that while they are exploited, they are also the exploiters. [3] These areas have either been core regions in the past or formerly-peripheral areas that have since advanced in the world ...
The core self-evaluations trait was developed through the study of job satisfaction. Historically, three models have been used to study job satisfaction. [1] The situational/job characteristics approach, which attributes job satisfaction to external factors such as the characteristics of the job itself,
According to Hans Eysenck's (1967) theory of personality, neuroticism is associated with low tolerance for stress or a strong dislike of change. [96] Neuroticism is a classic temperament trait that has been studied in temperament research for decades, even before it was adapted by the Five Factor Model. [ 97 ]