1981
DOI: 10.1111/j.1749-6632.1981.tb42018.x
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Toward the Acquisition of a Second Language: Nucleation Revisited

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Cited by 2 publications
(3 citation statements)
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“…However, once employees have become more familiar with their job tasks, employers can assign both simple and complex tasks to those who are high on just locomotion. Furthermore, we hypothesize that ensuring such a fit between employee characteristics and job characteristics can have important repercussions for other organizational outcomes beside performance, such as absenteeism, burnout, job satisfaction, organizational commitment and turnover (Armstrong, 1995; Belasco, 1990; Huselid, 1995). Taking for granted that every company’s goal is to optimize its resources and to reach high performance standards, it seems straightforward to assume organizations should strive to reduce such mismatches and recruit the right people for the right positions.…”
Section: Discussionmentioning
confidence: 99%
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“…However, once employees have become more familiar with their job tasks, employers can assign both simple and complex tasks to those who are high on just locomotion. Furthermore, we hypothesize that ensuring such a fit between employee characteristics and job characteristics can have important repercussions for other organizational outcomes beside performance, such as absenteeism, burnout, job satisfaction, organizational commitment and turnover (Armstrong, 1995; Belasco, 1990; Huselid, 1995). Taking for granted that every company’s goal is to optimize its resources and to reach high performance standards, it seems straightforward to assume organizations should strive to reduce such mismatches and recruit the right people for the right positions.…”
Section: Discussionmentioning
confidence: 99%
“…No obstante, cuando los trabajadores están familiarizados con sus tareas, los empleadores o supervisores pueden asignar tanto tareas simples como complejas a trabajadores simplemente con un nivel elevado de motricidad. Además, proponemos que propiciar este ajuste entre las características del trabajo y las del trabajador puede tener repercusiones importantes para otros factores institucionales distintos del rendimiento, como por ejemplo: absentismo, fatiga, satisfacción, compromiso con la organización y rotación (Armstrong, 1995; Belasco, 1990; Huselid, 1995). Asumiendo que el objetivo de todas las empresas es optimizar sus recursos y alcanzar altos niveles de rendimiento, parece obvio suponer que la organización tratará de reducir ese tipo de desajustes y reclutar el tipo de trabajador más adecuado para los distintos puestos.…”
Section: Discussionunclassified
“…11–12). More recently, scholars have remarked on the production/consumption divide and worked to weave together strands connecting political–economy and production with culture and consumption (e.g., Belasco, 2008, p. 3; Goodman et al., 2012). We do not want to suggest that this divide is easy to overcome, but we do believe it remains important to acknowledge and work through.…”
Section: Literature Reviewmentioning
confidence: 99%