조직행위론 귀인이론 Attribution Theory 영문

[행정학] 행정 관리자의 리더쉽(leadership)

조직행위이론을 통해 본 조직 사례

[인간관계론] 세기산업 주식회사

[사회] 상황이론에 대한 내용

[업무태도]업무태도(직무태도)의 정의, 업무태도(직무태도)의 기본소양, 업무태도(직무태도)의 행동, 업무태도(직무태도)의 영향요인, 업무태도(직무태도)의 변화방법, 향후 업무태도(직무태도)의 내실화 과제 분석

[직무태도(업무태도)]직무태도(업무태도)의 개념, 기본소양, 직무태도(업무태도)의 영향요인, 직무태도(업무태도)의 요인추출방법, 정규직의 직무태도, 비정규직의 직무태도, 향후 직무태도(업무태도)의 제고 방향

[CS][고객만족][고객만족과 불만족요인][고객만족과 서비스요인][고객만족과 제품요인]CS(고객만족)과 구성요인, CS(고객만족)과 불만족요인, CS(고객만족)과 서비스요인, CS(고객만족)과 제품요인 분석

[고객만족] 고객만족에 관한 고찰

[교육행정] 지도성이론

소개글

[조직행위론] 귀인이론(Attribution Theory)(영문)에 대한 자료입니다.

1.Attribution Theory

2.Shortcuts in Judging Others
-Selective Perception
-Halo Effect
-Contrast Effects
-Stereotyping

3.Specific Applications of Shortcuts
-Employment Interview
-Performance Expectations
-Performance Evaluation

본문내용

This principle is useful when the individual has the opportunity to observe the behavior over several occasions. The number of observations made can be as small as two or more than two.
Individual behavior depends on that we attribute perceived situation to internal caution or external caution.
Internal caution is under the personal control of individual. But according to external caution behavior is what we imagine the situation forced the individual to do.
For example, a man who thinks that the promotion is decided by performance is going to work hard for performance. It’s internal caution. On the contrary to this, a man who thinks that the promotion depends on fortune not performance is not going to work hard.

As I have previously said, according to attribution theory we attempt to determine whether an individual behavior was internally or externally caused. That determination depends on three factors : Consensus, Distinctiveness and Consistency.
In organization these factors are compared with each different thing. It applies distinctiveness to task, consensus to other members and consistency to time.

#귀인이론 #조직행위론 #Attribution #Theory #행위론