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When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.

This study aims to highlight the importance of using attribution theory in metaverse tourism research. The study addresses the lack of clarity regarding the attribution theory’s dimensions (locus, stability, controllability) potential application in the metaverse tourism context.

This study uses a comprehensive exploration of the research gap by searching top-tier journals in Scopus and Web of Science databases about the relevant literature to analyze relevant data to provide a foundation for future transformative research. The study examines the relationship between attribution theory and metaverse tourism and explores how attribution theory can inform the understanding of tourists’ judgments and actions in the metaverse context.

The study shows that attribution theory has the potential to significantly improve the understanding of metaverse tourism by illuminating tourists’ decision-making processes and the factors contributing to those decisions. The study highlights the importance of applying attribution theory to generate more impactful and reliable implications for the tourism industry.

This study is transformative because it provides a foundational understanding of the application of attribution theory in metaverse tourism research. The study is significant because it sheds light on an underexplored area where the theoretical framework is necessary to inform and guide tourism technology research. The study’s originality lies in its contribution to tourism by identifying room for improvement in metaverse tourism research and highlighting the potential benefits of using attribution theory.

本研究通过在Scopus和Web of Science数据库中搜索相关文献的顶级期刊, 对研究空白进行了全面探索, 以分析相关数据, 为未来的变革性研究提供基础。本研究考察了归因理论与元宇宙旅游之间的关系, 并探讨了归因理论如何在元宇宙背景下为理解游客的判断和行为提供信息。

本研究强调了归因理论在元宇宙旅游研究中的重要性。该研究解决了归因理论在元宇宙旅游背景下的潜在应用维度（轨迹、稳定性、可控性）缺乏明确性的问题。

研究表明, 归因理论有可能通过阐明游客的决策过程和促成这些决策的因素, 显著提高对元宇宙旅游的理解。该研究强调了应用归因理论对旅游业产生更具影响力和可靠性的影响的重要性。

本研究具有变革性, 因为它为归因理论在元宇宙旅游研究中的应用提供了基础性的理解。这项研究意义重大, 因为它揭示了一个研究不足的领域。在此领域, 理论框架是为旅游技术研究提供信息和指导所必需的。本研究的独创性在于它对旅游业的贡献, 它确定了元宇宙旅游研究的改进空间, 并强调了利用归因理论的潜在好处。

Este estudio se basa en una exploración exhaustiva de la brecha de investigación mediante la búsqueda de revistas de primer nivel en las bases de datos Scopus y Web of Science sobre la literatura relevante para analizar los datos relevantes con el fin de proporcionar una base para futuras investigaciones transformadoras. El estudio examina la relación entre la teoría de la atribución y el metaverso turístico y explora cómo la teoría de la atribución puede facilitar la comprensión de las evaluaciones y acciones de los turistas en el contexto metaverso.

Este estudio pone de relieve la importancia de utilizar la teoría de la atribución en la investigación turística en metaverso. El estudio aborda la falta de claridad sobre las dimensiones de la teoría de la atribución (lugar de causalidad, estabilidad y, controlabilidad) y su posible aplicación en el contexto del turismo en metaverso.

El estudio muestra que la teoría de la atribución tiene el potencial de mejorar de forma significativa la comprensión del metaverso turístico al esclarecer los procesos de toma de decisiones de los turistas y los factores que contribuyen a dichas decisiones. El estudio destaca la importancia de aplicar la teoría de la atribución para generar implicaciones más impactantes y fiables para la industria turística.

Este estudio es transformador porque proporciona una comprensión fundacional de la aplicación de la teoría de la atribución en la investigación del metaverso turístico. El estudio es significativo porque arroja luz sobre un ámbito poco explorado cuyo marco teórico es necesario para informar y orientar la investigación sobre tecnología turística. La originalidad del estudio radica en su contribución al turismo al identificar las posibilidades de mejora en la investigación del metaverso turístico y destacar los beneficios potenciales de la utilización de la teoría de la atribución.

It is hypothesized that the growing body of empirical data concerning the naive psychology of the assignment of cause — attribution theory — yields a substantial number of concepts which are logically assumed to offer significant potential insight into the administrative process. In order to stimulate the research necessary to test this hypothesis the existing research is presented and a theoretical formulation entitled Administrative Attribution Theory is offered. The structural framework of this conceptualization rests with five constructs: (1) asymmetry, i.e., attributions reflect a general positive bias; (2) concomitance, i.e., attributions vary with pre‐conditioned mind sets; (3) enhancement, i.e., attributions provide the individual psychological control of the environment; (4) process, i.e., the attributional process is highly generalizable, and (5) reconstruction, i.e., existing attributions may be altered through the manipulation of external variables. Examples of researchable questions are given to further facilitate field testing in educational administration.

The Institute of Medicine's seminal report, To err is human: Building a safer health system, established the national patient safety framework and initiated interest in changing the traditionally punitive healthcare culture. This paper reviews a multidisciplinary literature and offers an attribution framework to explicate the organizational processes that contribute to an industry-wide culture where clinicians are routinely blamed for adverse patient events. Attribution theory is concerned with the manner in which people explain the behaviors of others or themselves by assigning causality for events. To date, attribution theory, though well established in the management literature, has yet to be translated to healthcare. In this paper, we first describe the historical evolution of attribution theory in relation to human behavior in clinical practice and healthcare management and then discuss the work environments in contemporary healthcare organizations. Next, we demonstrate the applicability of attribution theory to healthcare by providing two adverse event exemplar cases. Then, the Healthcare Attribution Error Model is offered to demonstrate how concepts from attribution theory serve as antecedents to the employee cynicism, learned helplessness, organizational inertia, and the emerging Just Culture perspective. We conclude by suggesting attribution theory offers an important theoretical framework that warrants further conceptual development and empirical research. In the quest to produce exceptional healthcare environments where safety and quality are fundamental employee concerns, healthcare managers and clinical professionals need theoretically supported knowledge and evidence-based insights.

This paper reports the findings of a study designed to explore web searchers' perceptions of the causes of their search failure and success. In particular, it seeks to discover the extent to which the constructs locus of control and attribution theory might provide useful frameworks for understanding searchers' perceptions.

A combination of inductive and deductive approaches were employed. Perceptions of failed and successful searches were derived from the inductive analysis of using open‐ended qualitative interviews with a sample of 37 biologists at the University of Sheffield. These perceptions were classified into “internal” and “external” attributions, and the relationships between these categories and “successful” and “failed” searches were analysed deductively to test the extent to which they might be explainable using locus of control and attribution theory interpretive frameworks.

All searchers were readily able to recall “successful” and “unsuccessful” searches. In a large majority of cases (82.4 per cent), they clearly attributed each search to either internal (e.g. ability or effort) or external (e.g. luck or information not being available) factors. The pattern of such relationships was analysed, and mapped onto those that would be predicted by locus of control and attribution theory. The authors conclude that the potential of these theoretical frameworks to illuminate one's understanding of web searching, and associated training, merits further systematic study.

The findings are based on a relatively small sample of academic and research staff in a particular subject area. Importantly, also, the study can at best provide a prima facie case for further systematic study since, although the patterns of attribution behaviour accord with those predictable by locus of control and attribution theory, data relating to the predictive elements of these theories (e.g. levels of confidence and achievement) were not available. This issue is discussed, and recommendations made for further work.

The findings provide some empirical support for the notion that locus of control and attribution theory might – subject to the limitations noted above – be potentially useful theoretical frameworks for helping us better understand web‐based information seeking. If so, they could have implications particularly for better understanding of searchers' motivations, and for the design and development of more effective search training programmes.

Sustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator.

Partial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia.

Results revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator.

Since the data collected were from Malaysia only, it limits the generalisability of the results to other regions.

The findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices.

This study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.

Despite growing interest in misconduct spillovers – where unimplicated bystanders’ stock prices, reputations, resources, and opportunities are positively or negatively affected by others’ misconduct – theory about spillovers’ antecedents has largely focused on industry or product similarity, and has used the same characteristics to argue for both positive and negative spillovers. Furthermore, limited research has considered both positive and negative spillovers together, instead focusing on one kind of spillover or the other in isolation, thereby creating a lack of theoretical integration within the literature. In this chapter, we draw on attribution theory and expectancy violations theory to explain when and how misconduct incurs positive and negative spillovers. We argue that a spillover’s valence depends on the locus of attributions made by stakeholders, where the misconduct’s causes are attributed to the perpetrator alone (i.e., an isolated attribution) – resulting in positive spillovers – or the misconduct’s causes are perceived as indicative of a systemic problem shared among a broader set of organizations (i.e., a systemic attribution), leading to negative spillovers. We further suggest that the misconduct’s nature and misconduct prevalence within a perpetrator and among other firms influences stakeholders’ attributions, and ultimately the spillover’s valence. Our theory contributes to the organizational misconduct literature by providing a unifying theoretical framework to understand both positive and negative spillovers.

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is to explain variability in employee and organization outcomes by focusing on how HR practices are intended (adopted) by senior managers, the way that these HR practices are implemented and communicated by line managers, and how employees perceive, understand, and attribute these HR practices. In the first part of this chapter, we present a review of 20 years of HR process research from the start, to how it developed, and is now maturing. Within the body of HR process research, several different research theoretical streams have emerged, which are largely studied in isolation without benefiting from each other. Therefore, in the second part of this chapter, we draw on previous work to propose a staged process model in which we integrate the different research streams of HR process research, recognizing contingencies in the model. This leads us to an agenda for future research and practical implications in the final part of the chapter.

Virtual kitchens are a new business phenomenon, and how customers react to the new business model is still a largely unexplored topic. The purpose of this study is to examine the underlying mechanisms of consumers’ different responses to their reasoning of the new and disruptive business model of the virtual kitchen.

Based on the attribution theory and situated focus theory of power, this study conducts three online experiments to test the proposed framework. A total of 487 US residents who had prior experience with restaurant food delivery participated in the studies.

The results indicate that external attribution (vs internal attribution) and ethnic cuisine (vs mainstream cuisine) are more likely to elicit customers’ empathy and justice, leading to higher purchase intentions with virtual kitchens. A mainstream virtual kitchen is better off attributing itself to external factors. The significant effects of causal attribution and cuisine type on purchase intention only exist with powerful customers and those with high moral identity.

The results of this study provide valuable insight to virtual kitchen businesses to better position and market themselves to gain customers’ support. The findings also suggest that ethnic and mainstream restaurants should strategize their marketing communications about virtual kitchens differently.

To the best of the authors’ knowledge, this study is one of the first to provide in-depth insight into the growing phenomenon of virtual kitchens. It also contributes to the extant literature on attribution theory and situated focus theory of power.

The purpose of this paper is to develop a positive and functional attributional model of leadership, using both leadership perceptions and leadership effectiveness as criteria. Drawing from cognitive complexity theory, and attributional complexity theory, this article identifies attributional accuracy of managers as the fundamental component of the functional model developed here. The model of leadership developed here focuses on such key leadership constructs as leader information processing using complex schemata, leader attributions and their accuracy, leader behaviors that follow their attributions, mediating variables such as subordinate self‐efficacy, satisfaction, and motivation, and outcome variables such as leadership perceptions and subordinate performance. These variables are linked in a process model.

The article depends on a critical review of the literature to build a theoretical model consistent with theory building guidelines.

Accurate attributions and the avoidance of attributional biases are identified as key factors determining effectiveness and leadership perceptions. Leader interactive behaviors, feedback latency, and the development of strategies for improving performance are identified as key consequences of attributional accuracy.

This article has implications for the ways in which managers are selected and trained to provide leadership in organizations.

The theory developed here breaks new ground in the investigation of the positive and functional attributional processes of leaders leading to organizational or unit effectiveness. This research contributes to knowledge by pointing to the functional role of accurate attributions and the delineation of the processes through which such attributions can lead to enhancing subordinate motivation and hence leadership effectiveness.