Attribution Theory and Strategic Decisions on Organizational Success Factors

Oghojafor, Ben E. Akpoyomare; Olayemi, Olufemi Olabode; Oluwatula, Olukunle O.; Okonji, Patrick Sunday

doi:10.5430/jms.v3n1p32

Cited by 7 publications

(6 citation statements)

References 23 publications

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“…B Weiner [ 19 ] classified all attributions into three properties – causality, which is either internal or external to the individual; stability, which is constant or varying over time; and controllability, which is within one’s volition to control or not. Accordingly, attributional style is regarded as the extent to which one tends to use the same combination of these causes over time [ 20 ]. According to Weiner’s theory [ 19 ], people who attribute career decision making to external factors (external attributions) believe that career-related events are caused by uncontrollable attributes, while those who attribute career decision-making to internal causes (internal attributions) believe that career-related outcomes are the result of determination and diligence [ 21 ].…”

Section: Introductionmentioning

confidence: 99%

Attributions, future time perspective and career maturity in nursing undergraduates: correlational study design

et al. 2016

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BackgroundCareer maturity is an important parameter as nursing undergraduates prepare for their future careers. However, little is known regarding the relationships between attributions, future time perspective and career maturity among nursing undergraduates. The purpose of this study was to investigate the degree of career maturity and its relationship with attributions and future time perspective.MethodsA cross-sectional survey was designed. This survey was administered to 431 Chinese nursing undergraduates. Independent-sample t-tests and one-way ANOVA were performed to examine the mean differences between categories of binary and categorical demographic characteristics, respectively. Pearson correlations and multiple linear regressions were used to test the relationships between attributions, future time perspective and career maturity.ResultsThe degree of career maturity was moderate among nursing undergraduates and that internal attributions of academic achievement, future efficacy and future purpose consciousness were positively associated with career maturity (all p < 0.01). These three factors accounted for 37.6 % of the variance in career maturity (adjusted R2 = 0.376).ConclusionsThese findings might assist nursing educators and career counselors to improve nursing undergraduate career maturity by elucidating the imperative roles of internal attributions and future time perspective and to facilitate their transition from school to clinical practice.

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Section: Introductionmentioning

confidence: 99%

Attributions, future time perspective and career maturity in nursing undergraduates: correlational study design

et al. 2016

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“…A strategy in this stead therefore relies on the recognition and structuring of employees for highest contribution to the enterprise [25] this reinforces the potency of human resource strategy in achieving corporate growth given the place of the human capital in the organizational scheme of things. This is the position of [36] who define human resource strategy as "the formulation and implementation of an effective recruitment and development system for efficient management of human resources in any organizational and environmental setting in a way to achieve the goals of the organization in compliance with the applicable legislation". By this, it can be deciphered that human resource strategy has two primary objectives.…”

Section: Corporate Growth Strategiesmentioning

confidence: 99%

“…The "Resource Based Theory was developed by Wernerfelt (1984), and states that organizational resources and competencies are considered the source of competitive advantage" [36]. By this theory, human capital should therefore be regarded as critical/strategic success resource that development banks should depend on to create a niche for themselves, to effectively drive change and successfully reposition their institutions in the market.…”

Section: Resource Based Theorymentioning

confidence: 99%

“…Reason is, for these organizations to meet long term objectives, they have to remain relevant across the sands of time; without which they may not survive long enough to attain the future objectives. [36] clarifies this thought process with the insight that corporate sustainability is long-lasting organizational performance that meets "the performance standards of today, without compromising that of the future". By this argument, the study brings the corporate sustainability discourse as a measure of corporate growth in line with the works of [21], [36], and [23] III.…”

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confidence: 99%

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How Sustainable Are Corporate Growth Strategies of Development Banks in Developing Countries? Evidence from Nigeria

Waziri¹,

I.²,

Ohunyeye³

et al. 2020

IJRTE

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Minimal research effort has been expended to the extent to which adopted growth strategies stimulate corporate sustainability of development banks in developing economies such as Nigeria. Hence, the study examined how industry specific growth strategies have predicted the corporate sustainability of these banks. Corporate growth strategy variable was proxied by market expansion, market strategy and human resource strategy as extracted from the Ansoff Matrix and Resource Based Theory, while sustainability was modelled by market share, customer experience and organizational evolution. Descriptive research design was employed in studying primary data obtained through a Likert Scaled structured questionnaire. Holistically, a sample frame of 477 executives from 6 development banks in Nigeria, including the African Development Bank was examined. Upon analysis with Linear Regression, it was found that a significant relationship existed between market expansion and market share; marketing strategy and customer experience; and human resource strategy and organizational evolution of development banks in Nigeria. For Nigeria, the results indicate significant evidence of linkages between corporate growth strategies of development banks and sustainability; thus, confirming the hypotheses of the Ansoff Matrix, the SMCR Model and Resource Based Theory

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“…More specifically, those who perceive themselves as less employable may base their employability perceptions on contextual limits more than on their own talents and skills. This external attribution will affect their behavioral response (Nunez et al, 2005; Oghojafor, Olayemi, Oluwatula, & Okonji, 2012): These individuals might be less likely to engage in work-related learning, as they believe they cannot affect their employability themselves. Similarly, if they engage in work-related learning, their perceived employability might not be affected, as they believe it is withheld by the structural barriers they encounter.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Learning to Be Employable or Being Employable to Learn: The Reciprocal Relation Between Perceived Employability and Work-Related Learning

Houben

Cuyper

Kyndt

et al. 2019

Journal of Career Development

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Learning to become employable is a catch phrase often used to highlight the importance of upskilling in today’s knowledge-based labor market. Yet, evidence on the relationship between work-related learning and employability is limited and does not account for potential reciprocity. This is important though: if employability also promotes work-related learning, labor market segmentation could be enhanced. Accordingly, this study investigates the reciprocal relationship between (formal and informal) work-related learning and perceived (internal and external) employability. Hypotheses are based on the attribution-based theory of intrapersonal motivation, which has not yet figured in employability research. Structural equation modeling was performed on three-wave survey data of Belgian employees. The pattern of results showed a reciprocal, albeit weak, relationship between formal work-related learning and perceived internal employability. No other significant relationships were established. Hence, the relationship between work-related learning and perceived employability might not be as straightforward as generally assumed.

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Attribution Theory and Strategic Decisions on Organizational Success Factors

Cited by 7 publications

References 23 publications

Attributions, future time perspective and career maturity in nursing undergraduates: correlational study design

Attributions, future time perspective and career maturity in nursing undergraduates: correlational study design

How Sustainable Are Corporate Growth Strategies of Development Banks in Developing Countries? Evidence from Nigeria

Learning to Be Employable or Being Employable to Learn: The Reciprocal Relation Between Perceived Employability and Work-Related Learning

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