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attribution theory
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2.295 documents for attribution theory
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We propose a model of legal-claiming based on the "transformational" approach to disputes detailed by Felstiner et al. (1980-1981). Our model suggests disputes evolve, with a number of areas of organizational behavior providing explanations for individual disputant actions at specific points in time, including self-categorization theory, attribution theory, social accounts, organizational justice, conflict escalation, and social information processing. We also develop multiple propositions relating to legal-claiming that were inductively derived from in-depth interviews with 38 employees who filed employment-discrimination claims with the federal Equal Employment Opportunity Commission. Propositions focus on various stages of the dispute, including "naming," "blaming," "claiming," and "...
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... the Beef Act nor the Order requires attribution of the ads to "America's Beef Producers" or to any... so neither can be facially invalid on this theory, and the record contains no evidence from which to...
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Luck is a complex concept that has received extensive exposure in the philosophical literature. However, as a variable relating to an individual's professional success, it has seen little exposure in the management literature, and any previous work in that literature has defined luck only in the most general terms. Luck depends on many factors. Moral luck differs from epistemic luck, and each has complex sub-dimensions. These are explained, and in that explanation, four other constructs are shown to relate to luck, namely, attribution theory, locus of control theory, victimization and, finally, professional success. Several research hypotheses are offered, and possible explanatory models are presented relating these constructs.
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Separate research streams have examined (1) teamwork and (2) turnover. We examined the interaction of group beliefs on team member turnover behavior. We hypothesized that groups with more pessimistic attributional styles would experience greater turnover than optimistic attributional style groups. This effect would be independent of influences of group potency and social identity. A study of fifty intact work teams in a manufacturing facility was conducted, with special attention devoted to recommendations for enhancing the validity of multilevel research. The results supported the hypotheses. Implications for attributional processes, shared team mental models, and social capital are discussed.
... receive increasing attention in management theory, research and practice (Goodman, Ravlin & Schminke...
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Learning and performance professionals, as well as human resources professionals, know the importance of praise and positive reinforcement to achieve positive outcomes. Research in attribution theory and motivation theory tells the people conclusively that when they only reward ability, they run the risk of scaring off the person for the next time. On the other hand, when they praise both the effort and the achievement, they will find that people are more willing to do a task again, take on different or more challenging tasks, or set their own expectations at a higher level for future performances. They call the concept of how to effectively reinforce the attempt to learn "." It requires that everyone manage the effort they put into achieving a goal or objective. People...
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Proliferate use of technological conveniences offered by service providers has prompted interest in its effect on consumers' overall satisfaction. Service encounters play a vital role in ensuring consumer satisfaction because each individual encounter aggregates to form consumer overall satisfaction of a company. Prior research has indicated that both human encounters and technological encounters are indispensable for service firms. The authors examine the relative impact of the human encounter and the technological encounter on consumers' overall satisfaction. Findings from two studies reveal that while the human encounter was more important before online banking became so prevalent, the convenience of online banking has displaced the importance of human interaction.
... satisfaction can be explained using attribution theory. According to Folkes (1984), attribution th...
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The attributions that are made for subordinates' work performance have important implications for supervisors, subordinates, and the organization as a whole. However, cognitive biases, such as the self-serving or the actor-observer biases, can influence whether positive or negative attributions are made. We anticipated that subordinates whose relationship with their supervisor was positive would be more likely to experience positive attributions for their performance through the self-serving bias, whereas subordinates with a poorer supervisor relationship would experience negative attributions for their performance through the actor-observer bias. Results of a study of this prediction did show asymmetries in the attributions for performance based on in- or out-group status, with in-grou...
... in organizational settings are attribution theory (Green and Mitchell, 1979) and leader-member excha...
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.... Attribution Theory . Attribution theory focuses on how people ...
