A Study On The Relationships Among Attributional Style And Work Attitudes, And Its Effect On Turnover Decision-making

High turnover rate will impact the development of corporate and human resources cost. The study on work attitudes such as job satisfaction, organizational commitment, turnover intensions, and their effects on individual and organizational outcomes, has a long and influential history within the field of organizational research. Recently, the focus has shift on the individual specialty and the work attitudes relationships. This research discusses how attributinal style influences the work attitudes mentioned before and the relationship among them.This study includes three parts. The first part summaries the previous theoretical and empirical researches, which build a theoretical framework for the next experiments, and provide the basis for the methods used.The second part is empirical study, including two experiments. In the first experiment, attributional style, job satisfaction, organizational commitment and turnover intention are tested by related questionnaires. After statistical analysis, the results are as follows:(1) attributional style, job satisfaction, organizational commitment and turnover intention are significantly different among gender, age and business natures; (2) attributional style is positively correlated to work satisfaction and organizational commitment, and negatively correlated to turnover intention; (3) job satisfaction and organizational commitment mediate between attributional style and turnover intentions.The second experiment is a further discussion between the individual attributional style and turnover intention relationship. In this experiment, information board technology is used to track the information in turnover decision-making process. The results showed:(1) Professional attributes and time constraints have significant interaction to leaving decision-making; (2) the time of decision, depth of search, patterns of search and decision-making urgent degree are significantly different within different time limits; (3) the main effect of attributional style on turnover is not significant, but interaction with professional attributes is significant; (4) the time of decision, depth of search, degree of urgency and satisfaction are significantly different between two attributional styles.In the end, the whole study is reviewed and the practical values are pointed out. Then the deficiency in this study and the prospects in the future are put forward.