BEYOND INTERNAL AND EXTERNAL: A DYADIC THEORY OF RELATIONAL ATTRIBUTIONS

被引：151

作者：

Eberly, Marion B. ^{[1
]}

Holley, Erica C. ^{[2
]}

Johnson, Michael D. ^{[2
]}

Mitchell, Terence R.

机构：

[1] Univ Washington, Milgard Sch Business, Tacoma, WA USA

[2] Univ Washington, Foster Sch Business, Seattle, WA USA

来源：

ACADEMY OF MANAGEMENT REVIEW | 2011年 / 36卷 / 04期

关键词：

LEADER-MEMBER EXCHANGE; ORGANIZATIONAL CITIZENSHIP; RELATIONSHIP CONFLICT; RELATIONSHIP QUALITY; PERSON-ORGANIZATION; JOB EMBEDDEDNESS; PEER RESPONSES; SELF-CONCEPT; BEHAVIOR; PERFORMANCE;

D O I：

10.5465/amr.2009.0371

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Attribution theory argues that people assess the locus of causality of achievement-relevant events as either internal or external. Given the frequency of interpersonal interactions in organizations, we posit that a third category-relational attributions-may be used. Drawing on relational perspectives, we lay the conceptual foundation and develop a dyadic theory of relational attributions, proposing their antecedents and linking them to relationship-focused behaviors, which influence the quality of interpersonal links within organizations.

引用

页码：731 / 753

页数：23

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