The Mediated Influence of Hostile Attributional Style on Turnover Intentions

To better understand the influence of causal perceptions on turnover intentions, this study investigates the influence of hostile attribution styles on job satisfaction, stress, and turnover intent. A theoretical model is developed in which satisfaction and stress are predicted to mediate the relationship between hostile attributions and turnover intentions. Results of hierarchical regression and path analysis partially supported the hypothesized model, suggesting that hostile attribution styles are an important predictor of job satisfaction and turnover intentions. The predicted relationship between hostile attribution style and stress was not supported.

[1]  John L. Cotton,et al.  Employee Turnover: A Meta-Analysis and Review with Implications for Research , 1986 .

[2]  Cynthia D. Fisher,et al.  Mood and emotions while working: missing pieces of job satisfaction? , 2000 .

[3]  Russell Cropanzano,et al.  Effects of justice conditions on discrete emotions. , 1999 .

[4]  P. Morrow,et al.  An Attribution Theory of Sex Discrimination , 1983 .

[5]  N. Yperen,et al.  Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support , 2003 .

[6]  B. Weiner.  An attributional theory of achievement motivation and emotion. , 1985, Psychological review.

[7]  E. Ghiselli.  Some perspectives for industrial psychology. , 1974 .

[8]  Mark J. Martinko,et al.  An Integrative Attributional Perspective of Empowerment and Learned Helplessness: A Multimethod Field Study: , 1998 .

[9]  Duane T. Wegener,et al.  Evaluating the use of exploratory factor analysis in psychological research. , 1999 .

[10]  R. Lazarus.  Psychological stress in the workplace. , 1989, Journal of UOEH.

[11]  C W Mueller,et al.  A causal model for turnover for nurses. , 1981, Academy of Management journal. Academy of Management.

[12]  J. M. Jenkins,et al.  Self‐monitoring and turnover: The impact of personality on intent to leave , 1993 .

[13]  Mark J. Martinko,et al.  Exploring the role of individual differences in the prediction of workplace aggression. , 2001, The Journal of applied psychology.

[14]  T. Revenson,et al.  Does coping help? A reexamination of the relation between coping and mental health. , 1987, Journal of personality and social psychology.

[15]  M. J. Martinko,et al.  Learned Helplessness: An Alternative Explanation for Performance Deficits , 1982 .

[16]  Gordon P. Whitaker,et al.  City Managers Under Fire: How Conflict Leads to Turnover , 1991 .

[17]  John Schaubroeck,et al.  Divergent Effects Of Job Control On Coping With Work Stressors: The Key Role Of Self-Efficacy , 1997 .

[18]  Scott B. MacKenzie,et al.  Common method biases in behavioral research: a critical review of the literature and recommended remedies. , 2003, The Journal of applied psychology.

[19]  Robert J. House,et al.  Role conflict and ambiguity as critical variables in a model of organizational behavior , 1972 .

[20]  Alicia A. Grandey,et al.  The relationship of organizational politics and support to work behaviors, attitudes, and stress , 1997 .

[21]  Joseph G. Rosse,et al.  Role Conflict and Ambiguity: , 1981, Evaluation & the health professions.

[22]  P. Hom,et al.  A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium , 2000 .

[23]  M. A. Rahim.  Relationships of Stress, Locus of Control, and Social Support to Psychiatric Symptoms and Propensity to Leave a Job: A Field Study with Managers , 1997 .

[24]  J. Sutherland.  The experience of work: Is working for an overseas‐owned multinational so different? , 2003 .

[25]  B. Weiner.  An attributional theory of motivation and emotion , 1986 .

[26]  Terence R. Mitchell,et al.  The Unfolding Model of Voluntary Turnover: A Replication and Extension , 1999 .

[27]  Attribution Theory: How Useful for Understanding Aged Individuals responses to Their Environments? , 1984 .

[28]  P. Perrewé,et al.  Occupational stress : a handbook , 1995 .

[29]  S. Breckler.  Empirical validation of affect, behavior, and cognition as distinct components of attitude. , 1984, Journal of personality and social psychology.

[30]  Terry A. Beehr,et al.  Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates , 1994 .

[31]  Douglas G. Bonett,et al.  Growth coping, work satisfaction and turnover: A longitudinal study , 1991 .

[32]  M. Abelson,et al.  Optimal and dysfunctional turnover: toward an organizational level model. , 1984, Academy of management review. Academy of Management.

[33]  Joseph J. Martocchio,et al.  The role of fairness orientation and supervisor attributions in absence disciplinary decisions , 1995 .

[34]  C. Parsons,et al.  Turnover during initial employment: A longitudinal study of the role of causal attributions. , 1985 .

[35]  Kelly L. Zellars,et al.  An examination of attributions and emotions in the transactional approach to the organizational stress process , 1999 .

[36]  When the type of move matters: employee outcomes under various relocation situations , 2000 .

[37]  M. Frese,et al.  On the importance of the objective environment in stress and attribution theory. Counterpoint to Perrewé and Zellars , 1999 .

[38]  G. Dobbins,et al.  Self-Serving Biases in Leadership: A Laboratory Experiment , 1986 .

[39]  Alicia A. Grandey,et al.  Emotional labor and burnout: Comparing two perspectives of "people work" , 2002 .

[40]  Susan R. Rhodes.  Age-Related Differences in Work Attitudes and Behavior: A Review and Conceptual Analysis , 1983 .

[41]  Bronston T. Mayes,et al.  Exit and voice: A test of hypotheses based on fight/flight responses to job stress , 1988 .

[42]  Mark J. Martinko,et al.  The Leader/Member Attribution Process , 1987 .

[43]  Melenie J. Lankau,et al.  Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction , 1997 .

[44]  W. Mobley,et al.  An evaluation of precursors of hospital employee turnover. , 1978, The Journal of applied psychology.

[45]  Michael A. Campion,et al.  PROFILES IN QUITTING: INTEGRATING PROCESS AND CONTENT TURNOVER THEORY , 2004 .

[46]  B. Weiner,et al.  Spontaneous" causal thinking. , 1985 .

[47]  E. E. Jones,et al.  The actor and the observer: Divergent perceptions of the causes of behavior. , 1972 .

[48]  D. Allen,et al.  Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. , 2005, The Journal of applied psychology.

[49]  H. Weiss,et al.  Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. , 1996 .

[50]  F. Heider.  The psychology of interpersonal relations , 1958 .

[51]  R. Lazarus.  Psychological stress and the coping process , 1970 .

[52]  Timothy R. Hinkin,et al.  The Cost of Turnover , 2000 .

[53]  Mark J. Martinko,et al.  Causal reasoning in dysfunctional leader‐member interactions , 2006 .

[54]  J. Rotter.  Generalized expectancies for internal versus external control of reinforcement. , 1966, Psychological monographs.

[55]  D. A. Kenny,et al.  The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. , 1986, Journal of personality and social psychology.

[56]  Mark J. Martinko,et al.  Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective , 2002 .

[57]  Kathleen Clark,et al.  Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment? , 1998 .

[58]  Joseph A. Cote,et al.  Lack of method variance in self-reported affect and perceptions at work: Reality or artifact? , 1989 .

[59]  Mark J. Martinko,et al.  Attribution Theory: An Organizational Perspective , 1995 .

[60]  Edwin A. Locke,et al.  Job satisfaction. , 1969, Hospital administration currents.

[61]  Conflict stress and reduced well-being at work: The buffering effect of third-party help , 2005 .

[62]  T. Judge,et al.  Is the Past Prologue?: A Test of Ghiselli’s Hobo Syndrome , 1995 .

[63]  W. Mobley,et al.  Review and Conceptual Analysis of the Employee Turnover Process , 1979 .

[64]  Saroj Parasuraman,et al.  Sources and Outcomes of Stress in Organizational Settings: Toward the Development of a Structural Model , 1984 .

[65]  Patrick A. Tissington,et al.  Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction , 2004 .