These two levels of personal salience (J4B and J4C; see, e.g., Table 9.1) both concern attributes of a role. However, they are distinguishable in two respects; their specificity of attribution, and the presence or absence of an objective definition. First, J4C (core-task attractiveness) concerns only a single attribute of (say) a job-its essential activities, those which are central to the role. On the other hand, J4B (role-Characteristic importance) may be examined in relation to any feature of interest (e.g., any of the 12 primary features giving rise to 26 subcategories in the present framework; see Table 8.1 in chap. 8). We can in principle envisage jobs that have equivalent levels of all the features, but that differ in the nature of their core task. J4B thus has broad applicability whereas J4C is pinpointed specific.