The Relationship Between Employee’s Internal Attirbution And Job Performance

Employee’s performance is determined by characteristics, as well as theenterprise overall environmental. As the organizational cognitive style, corporateculture has an impact on the staff’s day-to-day work an interpersonalcommunication; while, as individual cognitive style, attributional style will influencethe mechanism of enterprise culture’s influence on individual and also the individualperformance. This study hopes to go into relationships among corporate culture,internal attribution and job performance through empirical study.In this study, we reviewed related literature on the enterprise culture, internalattribution and work performance, and used the previous scale survey to collectdata.Firstly, we dealed with the data obtained in the corporate culture scale and24corporates’enterprise culture were diagnosed, and on the basis of Quinn andCameron (OCAI) model, we divided corporate culture into three categories forteam-based, export-oriented and bureaucratic.Secondly, the three types of corporate culture were treated as control variables,we conducted statistics and analysis of data of internal attributional and jobperformance scales. The descriptive analysis showed that, effort attribution is moreobvious, while job performance is high and the interpersonal promotion is the highest.ANOVA analysis showed that the staff in different duties, working seniority inpresent company, gender, post have differences in their attributional style and jobperformance, and under differentent enterprise culture, the difference varies. By factoranalysis, we got that task performance has three dimensions, namely task performance,interpersonal promote and dedication. Related analysis showed effort attribution andability attribution have a significant positive correlation with job performance.Regression analysis showed that effort attribution can often positively predict jobperformance and its three sub-dimensions, and ability attribution has significantpositive effects on task performance and interpersonal promotion. By comparing therelationship between attributional style and job performance under three different enterprise cultures, we founded that the relationship between ability attribution andcontext performance varied as the enterprise culture.Finally, based on the result of empirical study, and in view of the different typeof enterprise culture, we propose some coping sugguestions on the job performanceenhancement form there perspectives, namely employees’ individual characteristics,internal attribution, and the match between employees attributional style andenterprise culture, in order to provide reference for the related enterprise corporateculture construction and human resources management...