Order of authorship is arbitrary. All coauthors made equal contributions to this paper. This research was supported by a Hong Kong Research Grant Council grant HKU744608H to the corresponding author. We have benefited greatly from discussion with Samuel Ho and his research team. We gratefully acknowledge Hannah Tai's assistance in the pilot study that generated items for the CMAS described here, and the two reviewers for useful suggestions.
Attributional Style and Engagement/Disengagement Responses in the Chinese Workforce
Article first published online: 10 JUL 2011
© 2011 The Authors. Applied Psychology: An International Review © 2011 International Association of Applied Psychology
Volume 61, Issue 2, pages 204–226, April 2012
How to Cite
Hui, C. H., Pak, S. T., Kwan, S.-O. and Chao, A. (2012), Attributional Style and Engagement/Disengagement Responses in the Chinese Workforce. Applied Psychology:An International Review, 61: 204–226. doi: 10.1111/j.1464-0597.2011.00463.x
- Issue published online: 2 MAR 2012
- Article first published online: 10 JUL 2011
Internal attribution for bad events, along with stable and global attributions, has been regarded as a component of pessimism, a precursor of negative work outcomes. Most evidence in support of this conceptualisation has come from research conducted in individualist cultures. We questioned if internal attribution has the same pessimistic implication in a collectivist culture. Findings from two studies conducted on Chinese employees supported our expectations that the stability and globality dimensions (but not the internality dimension) would predict disengagement responses (such as quitting and being neglectful at work) and lack of engagement responses (such as voicing suggestions and being loyal to the organisation). A reconceptualisation of pessimism in the workplace is therefore necessary. A dimensional, rather than a composite, scoring method is proposed for maintaining the predictive and construct validities of attributional style as an indicator of pessimism.