Attribution theory in the organizational sciences: The road traveled and the path ahead
Abstract
Individuals make attributions when they infer causes about particular outcomes. Several narrative reviews of attributional research have concluded that attributions matter in the workplace, but note that attribution theory has been underutilized in organizational research. To examine the predictive power of attributions in organizational contexts, we present a meta-analysis of existing attribution theory research. Our findings suggest that attributions have consistently demonstrated effect sizes that are comparable to more commonly utilized predictor variables of workplace outcomes. Expanding on these findings, we argue that attributions are an integral part of individuals' cognitive processes that are associated with critical organizational outcomes. We conclude with suggestions to help expand and optimize the contribution of attributional research to understanding and managing organizational outcomes.
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Attributions can explain an employee's behavior that may be seen as unjust.
“attributions can explain an employee’s behavior that may be seen as unjust (Harvey et al., 2014)”
From Blame or Justification: A Conceptual Model of How Attributions Shape Observers’ Deviant Responses to Abusive Supervision (2026) · cites this paper as Harvey et al., 2014
Attribution theory explains how people interpret events in terms of internal and external causes.
“It explores how people explain and interpret events in terms of internal and external causes (Harvey et al., 2014;Kelley & Michela, 1980;Weiner, 1985).”
From Moral Luck (2026) · cites this paper as Harvey et al., 2014
Cites
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Attribution theory in the organizational sciences: A case of unrealized potential
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Döring, M., Mikkelsen, K. S., Madsen, J. K., & Haug, K. B. (2024) · Government Information Quarterly · doi:10.1016/j.giq.2024.101911 · Cited by 13 · see citing works
Kvalnes, Ø. (2026) · Second Chances · doi:10.1007/978-3-032-25890-8_3
Ağaoğlu, M., & Erdil, O. (2026) · Behavioral Sciences · doi:10.3390/bs16071191
- Authors
- Harvey, P., Madison, K., Martinko, M., Crook, T. R., & Crook, T. A.
- Affiliations
- University of New Hampshire (US)
- Mississippi State University (US)
- The University of Queensland (AU)
- University of Tennessee at Knoxville (US)
- Venue
- Academy of Management Perspectives
- Publisher
- Academy of Management
- Published
- 2014-05
- Volume
- 28
- Issue
- 2
- Pages
- 128-146
- ISSN
- 1558-9080 (ISSN-L)
- 1943-4529
- OpenAlex
- W2172109941
- Cited by
- 293
- References
- 8
- Citations by year
- 2026: 33 · 2025: 23 · 2024: 38 · 2023: 28 · 2022: 22 · 2021: 28 · 2020: 23 · 2019: 21 · 2018: 26 · 2017: 21 · 2016: 15 · 2015: 12 · 2014: 2
- FWCI
- 36.58
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Academy of Management Perspectives (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Motivation
- Keywords
- attribution theory, causal inference, workplace outcomes, cognitive processes, organizational outcomes
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