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Based on attributional complexity (AC) theory, the authors empirically examine the impact of biculturalism on cross-cultural adjustment and the degree to which people make isomorphic attributions, critical for cross-cultural leadership effectiveness.

Using questionnaire surveys, the authors first validate measures in a validation sample and then empirically test the model in a second sample, using structural equation modeling.

The authors’ findings reveal an empirical connection between biculturalism and AC on the one hand, while also showing support for the relationship between biculturalism and attributional knowledge. Findings also demonstrate that biculturalism is related to attributional accuracy in cross-cultural contexts via an attributional mechanism, as suggested by AC theory.

First, AC theory emerges as one with excellent prospects for explaining intercultural work in multicultural settings. Biculturalism's links to AC and attributional knowledge are critical for extensions to cross-cultural leadership effectiveness, and international knowledge transfer, interesting and high potential research avenues for the discipline.

The authors’ findings carry a host of managerial implications. AC training can provide all international assignees with the necessary foundational skills and learning abilities to successfully interact in the host country setting with local nationals. This study also suggests that managers on international assignments should focus their efforts on acquiring attributional knowledge because it can provide a solid boost to their understanding of the local culture.

One’s understanding of biculturals and their cross-cultural management competencies is very limited. The authors provide empirical support for the hypotheses, hitherto unexamined in extant literature.

The number of immigrants in the USA has increased steadily in recent decades. Two studies investigated individual differences that relate to attitudes toward immigrants in student and community samples. The paper aims to discuss this issue.

US university students and a community sampler were surveyed.

In both samples, higher scores on attributional complexity were associated with more positive attitudes toward immigrants and individuals who make dispositional attributions for the causes of crime and/or who are higher in faith in intuition tended to have more negative attitudes. Political orientation was a significant predictor in both samples; being more liberal and identifying as a Democrat compared to a Republican was related to more positive attitudes. Higher need for cognition scores were associated with more positive attitudes and higher legal authoritarianism scores were associated with more negative attitudes; however these were only significant predictors in the community sample.

Prejudicial attitudes toward immigrants can have adverse effects on immigrants in the realms of the legal system, workplace, healthcare, and education.

This study aims to evaluate the complex behaviour of tourists in terms of the formulation of destination image related to its gastronomy. Through the examination of gastronomic image, memorability of experiences and food personality traits such as neophobia and neophilia, this research investigates the chaordic (chaos versus order) systems and provides specific pathways that formulate the gastronomic destination image.

Using fuzzy-set qualitative comparative analysis (fsQCA), this study examines the chaordic relations amongst memorable tourism experiences (MTEs), gastronomic neophobia and neophilia and gastronomic image upon the formulation of destination image. This study also includes two grouping variables (nationality [stratified], age).

Three sufficient configurations were revealed that can lead to the formulation of destination image, explaining the attributional gastronomic decision-making of holidaymakers. These solutions concern: food personality traits, generated experience and gastronomic image.

In spite of the need for examining the complexity and the chaordic systems in the gastronomic domain, the lack of a sufficient number of studies using fsQCA hinders its full potential. The complete lack of gastronomic studies using this method highlights the necessity of its use for research in the respective field.

This study explores the complexity of how food-related personality traits influence the attainment of MTEs and the formulation of gastronomic image and how the chaordic systems influence the overall image of a destination.

The purpose of this paper is to present a longitudinal, qualitative study exploring changes in the attributional constructions of sense-making in the perceptions and lived experiences of the glass-ceiling among a cohort of female mental health nurses in the National Health Service who participated in a 12-month multi-faceted career and leadership development pilot programme compared to a matched control group.

The authors interviewed 27 female mental health nurses in the UK who participated in a multi-faceted development programme specifically designed to support female nurses secure career advancement and 27 members of a matched control group who did not experience the programme. Participants engaged in semi-structured telephone interviews at three separate time points (six months apart) over a 12-month period.

Programme participants differed in their attributional constructions of sense-making in relation to the glass-ceiling over time compared to the matched control group, e.g., triggering understandings and awakenings and re-evaluating the glass-ceiling above when promoted. Findings are used to theorise about the glass-ceiling as a concept that shifts and changes over time as a function of experience.

Practical implications include important organisational outcomes in relation to fostering the career advancement and retention of talented female leaders at all career stages.

The authors present the first known longitudinal, qualitative study to explore changes in attributional constructions of sense-making in perceptions and experiences of the glass-ceiling among female nurses over time compared to a matched control group.

Organizational practitioners must often interpret accounts of workplace bullying. However, they are frequently reluctant to confirm the target's account and often fail to set effective intervention measures. Building on novel approaches in attribution theory, this study explores how causal explanations and blame pattern shape the labelling of a complaint and the subsequent recommended intervention measures.

187 Austrian human resource professionals, employee representatives and other practitioners were confronted with a fictional workplace bullying complaint including conflicting actors' accounts and diverse possible internal, relational and external causes. Since the prior low performance of a target might affect blame attributions, the previous performance ratings of the target were manipulated. Data were analysed via qualitative content analysis.

When respondents reject the complaint, they predominately identify single internal causes and blame the target, and/or trivialize the complaint as “normal conflict”. Both low and high performance of the target trigger (single) internal blame. When the complaint is supported, deontic statements and blame attributions against the perpetrator prevail; however, blame placed on the perpetrator is often discounted via multi-blame attributions towards supervisors, colleagues and the target. Structural causes were rarely mentioned. Relational attributions are infrequent and often used to trivialize the complaint. Irrespective of the attributional blame patterns, most third parties recommend “reconciliatory measures” (e.g. mediation) between the actors.

Trainings to temper single internal blaming and raise awareness of organizational intervention measures are essential.

This is the first study to investigate workplace bullying blaming patterns and organizational responses in detail.

This issue is a selected bibliography covering the subject of leadership.

The purpose of this paper is to explore the relationship between project failure and success and an individual’s attributional style and level of seniority. Information technology (IT)-related projects are often complex because of the need to work with a range of stakeholders and satisfy diverse expectations, and thus projects often fail.

A case study of a large government organisation was undertaken: interviews and focus groups were conducted and used as primary data for qualitative analysis.

Line and executive managers have the tendency to increasingly make more pessimistic attributions than support workers, believing that failure was likely to persist in the future because of the inability to influence management and stakeholders. Support workers have the tendency to be more optimistic than line and executive managers and this has implications for self-serving evaluation practices.

The application of the attribution theory provides insights into project success and failure and the discrepancies between line managers’ and employees’ job satisfaction.

The study emphasizes the importance of human perception in engaging stakeholders and sheds light on the way the often “disregarded” actors (i.e. local communities) make sense of an organization's behavior at the corporate, project and individual level.

Departing from the normative stance of stakeholder theory, this conceptual paper aims to unfold the benefits of a more holistic and inclusive organizational approach to stakeholders. The conceptual framework is elucidated through the lens of attribution theory, which points to communication as the source of stakeholders' attributional processes and thus their perception of fairness.

Focusing the authors’ attention on construction and infrastructure projects, this research suggests that early transparent and informative communication with local community stakeholders motivates them to perceive fairness, from both the process of decision-making (distributive) and the outcome of decisions (procedural), as well as the way in which they are treated (interactional). Such communications lead to less biased attributions as they reduce the influence of personal beliefs in achieving a conscious and non-biased attribution mode.

In this paper, the authors adopt attribution theory as their lens with which to interpret the process whereby individuals attempt to make sense of an organization's behavior. Focusing on secondary stakeholder engagement such as local community, the authors’ conceptualization shapes both a framework highlighting communication as the mediator for shaping human perceptions, and a process model to guide project organizations and practitioners to embrace an inclusive approach toward the often-disregarded stakeholders, which is aimed at enhancing their perception of fairness at the corporate, project and individual levels. The authors highlight the need for organization to provide clear and transparent communication to a broader range of stakeholders, such as those that have had little to say in the decision-making process (the often-disregarded voices). By seeking collaboration rather than manipulation, a project organization might promote stakeholders' non-biased perception of fairness, in terms of both the process and outcome of the project.

The purpose of this paper is to reframe human resources' (HR) systems and practices as HR signals drawing from conceptualizations of signals. The construct of the strength of signal is developed to quantify the attributional ability of HR signals. To examine the role of HR signals in influencing employee behaviours and firm performance, human resource management (HRM)-firm performance relationship is considered as a framework to develop a firm-level conceptual model which integrates factors affecting HR signals and its consequences.

The paper examines the existing literature on the relationship between HRM and firm performance. In the process, the paper considers the concept of HR signal and makes a case for the strength of HR signal. Finally, the paper offers a conceptual model in order to link the antecedents and consequents of HR signals.

The paper offers a conceptual model to address the gaps in the relationship between HRM and firm performance. It also brings into focus an understanding of HRM as signals and its importance in understanding firm performance.

The paper enriches the existing literature by examining HRM as HR signals. It adds to the literature by considering the attributional ability of HR, through the construct of the strength of HR signals.

The article examines the entrepreneurial decision-making in the Greek tourism and hospitality sector during a period of an economic crisis.

The nationwide study includes the responses of 503 entrepreneurs engaged in the Greek travel, tourism and hospitality industry. The research employs fuzzy-set Qualitative Comparative Analysis (fsQCA), and examines trust, enterprising negotiation power, tourism decision-making considerations and crisis effects. It also includes the categorical data of operational mode and company type.

The analysis has generated three different pathways for entrepreneurial decision-making during crisis in the Greek tourism and hospitality sector. These pathways are (1) crisis conditions, (2) enterprising operations and focus and (3) enterprising capabilities.

Due to the limited employment of fsQCA in the tourism sector, its full potential is still to be explored.

The study provides three different pathways that Greek tourism entrepreneurs select for their decision-making according to the characteristics of their firms and their market orientation.

Theoretically, the study contributes by enhancing understanding of entrepreneurial decision-making during periods of crisis. In the methodological domain, the research employs fsQCA, which has only recently started to be used in tourism and hospitality, and generally the service sector.