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首页> 外文期刊>Journal of Applied Psychology >It's Not Me, It's Not You, It's Us! An Empirical Examination of Relational Attributions
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It's Not Me, It's Not You, It's Us! An Empirical Examination of Relational Attributions

机译：这不是我，这不是你，这是我们！ 关系归因的实证审查

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摘要

It has recently been suggested that attribution theory expand its locus of causality dimension beyond internal and external attributions to include relational (i.e., interpersonal) attributions (Eberly, Holley, Johnson, & Mitchell, 2011). The current investigation was designed to empirically focus on relationship dynamics, specifically where 1 member of the relationship receives negative performance-related feedback. We use quantitative and qualitative data from 7 samples (5 samples for scale validation in Study 1 and 2 for hypothesis testing in Studies 2 and 3) that provide empirical support for the existence and impact of relational attributions. Our findings identify the circumstances under which relational attributions are likely to be formed and indicate that relational attributions are related to relational improvement behaviors, particularly when employees are of the same sex as their relationship partner and perceive sufficient time and energy to engage in relational improvement efforts. A personal attribute, relational self, contrary to expectations, did not moderate the link between relational attributions and improvement behaviors. These findings make an important contribution to attribution theory by providing evidence for the criticality of relational attributions within interdependent work relationships.
机译：最近有人提出，归因理论将其因果关系维度的轨迹扩展到内部和外部归因之外，以包括关系（即人际）归因（Eberly、Holley、Johnson和Mitchell，2011）。当前的调查旨在从经验上关注关系动态，特别是当关系中的一名成员收到与绩效相关的负面反馈时。我们使用了7个样本的定量和定性数据（研究1中5个样本用于量表验证，研究2和3中2个样本用于假设检验），为关系归因的存在和影响提供了实证支持。我们的研究结果确定了关系归因可能形成的环境，并表明关系归因与关系改善行为有关，尤其是当员工与他们的关系伴侣性别相同，并且认为有足够的时间和精力参与关系改善工作时。与预期相反，关系自我这一个人属性并没有调节关系属性与改善行为之间的联系。这些发现为相互依赖的工作关系中关系归因的重要性提供了证据，对归因理论做出了重要贡献。

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