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Outline of Attribution Model
We when consciousness person’s behavior, always attempts to

carry on the inference and the explanation. So-called turns over

to because of (attribution), refers to the viewer to forecast and

appraise people’s behavior and to the environment and the

behavior controls, but or own behavior process carries on to

other people causes and effects explanation and deduction. The

people behavior’s reason proposes including the internal reason

and the external reason two kinds. The internal reason is refers

to, causes its behavior performance which the individual own has

the quality and the characteristic, including individual personality,

mood, mood, motive, desire, ability, diligently and so on. The

external reason is refers to individual own outside, to cause its

behavior performance the condition and the influence, including

environmental condition, situation characteristic, other people’s

influence and so on. US psychologist Hyde (F.Helder) proposed

most early in 1958 turns over to because of the question, but only

then brings to the social psychology educational world attention

until the mid-60s and becomes a popular research area. in 1965,

Jones (E.A.Jones) and Davies (K.E.Davis) proposed the

corresponding inference theory, infers its behavior intention from

doer’s concrete behavior. 　　in 1967, American society

psychologist Kelly (H.H.Kelley) published “Social psychology

AttributionTheory”, after corresponding inference theory

proposed that three dimensional turned over to because of the

theory, was also called three degrees theories, because turned

over to the theory to Hyde to carry on expands once again and

develops. Because Kelly will turn over to the phenomenon

discrimination will be two kinds: Because one kind is can observe

the similar behavior or in event’s situation many times turns over

to, because is called the multithreading to turn over to; Another

kind rests on an observation makes turns over to because of the

situation, because is called the single clue to turn over. Kelly

believed that because the people turn over to the behavior always

to involve three aspects the factors (1) the objective stimulant; (2)

mover; (3) locates the relations or the situation; And, because

mover’s factor is belongs to the interior to turn over to, the

objective stimulant and locates because exterior the relations or

the situation belong turn over.
Turns over to because to above three factor’s any factor to be

decided by the following three behavior information: 　　1st,

difference (distinctiveness): Refers to the mover whether to make

the same response to the similar other stimulations, he is displays

this behavior under the numerous situations only to display this

behavior under some specific situation. For example, is late today

whether the staff does display slackly frequently, violates the rules

and regulations discipline. If the behavior discrimination is low,

because then the viewer will possibly make the interior to the

behavior to turn over to; If the behavior discrimination is high,

then exterior the active reason will possibly be belonged. 　　

2nd, consistency (consistency): Refers to the mover whether and

makes the same response at any time in any situation to the

identical stimulant, namely mover’s behavior to be whether stable

and be lasting. For example, if a staff not always goes to work is

late, she has 7 months to be never late, then indicated that this is

an exceptional case, the behavior consistency is low; But if she is

late every week 2-3 times, then the showing behavior’s

consistency is high. The behavior consistency is higher, because

the viewer more favors in makes the interior to turn over. 　　

3rd, uniformity (consensus): Refers to other people to the

identical stimulant whether also to make with the doer same way

response. If each person has the same response facing the similar

situation, we said that this behavior displays the uniformity. For

instance, all lost one’s original appearance goes the same way the

staffs who the line went to work to be late, was late the behavior

uniformity to be high. , because from turns over to the viewpoint

to look, if the uniformity is high, because exterior we to are late

the behavior to carry on turn over. If lost one’s original

appearance goes the same way line other staffs punctually to

arrive, should think that this staff was late the behavior reason

from.
Kelly thought that these three aspect information constitutes a

covariant three-dimensional frame, according to the above three

aspect’s information and the covariant, may attribute person’s

behavior the mover, the objective stimulant or the situation. 　　

If a staff completes present work the level, is the same with other

similar work, namely the low discrimination, but other staff’s level

is very always different in this work with his level (either low or

high), namely low uniformity, and his this work achievements

whenever is stable, namely high consistency, then his

superintendent or other anybody when judges his work, can think

that he has the primary responsibility to this achievements (interior

to turn over to because of). 　　Because Kelly also studied has

turned over to the mistake or the prejudice. For instance,

although we when appraises other people’s behavior has the

ample evidence support, we always favor in underestimated that

the external factor the influence overestimates the internal or

individual factor influence. Because this is called turns over to

wrongly (Fundamental attribution error) basically. Under it may

explain this kind of situation: When sells representative’s

achievement is not good, sales manager favors in it attributes the

subordinate lazy and is not the objective ambient condition

influence. The individual also has one kind of tendency therefore

to attribute own success internal factor like ability or diligently,

but attributes to the defeat the external factor like luck, this is

called the self-service prejudice (self-serving bias). From this

indicated that will possibly receive to staff’s achievements

appraisal turns over to because of the prejudice influence.
Because Kelly to turns over to the theory contribution to lie, he

proposed turns over to because of the process strict logic

analysis pattern, because turned over to the process to the

people to make quite careful, the reasonable analysis and the

explanation. But, his three degrees theories have also

encountered people’s criticism. These criticisms are mainly refers

to him to overemphasize turns over to because of the logics,

causes it to become an idealized the pattern, was separated from

the average person to turn over to the reality which, because

moved. The people in fact often cannot obtain the information

which this model requests, did not know somebody in before

similar situation behavior, also difficult to know that other

person’s in similar situation behavior, the experience indicated

that in many situations, the people regarding the event which

occurred, because was not observes, the collection enough

information then to carry on every way turns over to, but often

was the use certain fixed relations which formed in the experience

of life, according to own need, the expectation, relied on the

limited information, because to the behavior result economy,

made rapidly turns over to, but did not look like the statistician

such to carry on the tedious analysis to the information paper.

Because this is also the single clue which Kelly said turns over.

Therefore, Kelly afterward had performed the supplement and

the consummation to his theory. He proposed the causes and

effects scheme said that makes up three degrees theories the

insufficiencies. The so-called causes and effects scheme, is the

people forms in the daily life about each kind of phenomenon

between causal relation basic cognitive structure, because in

concrete turns over to the process, because this kind of cognitive

structure will be awakened by the special event participation

turns over to the behavior. Afterward, because Kelly turned over

to the theory for him to supplement several principles, namely

sold at a discount the principle, the enhancement principle and the

compensation principle. Because sells at a discount the principle

is refers to the people to turn over to regarding other people

behavior, possibly has several kind of suppositions beforehand, if

other as if possible reason also to appear, then supposes at the

first reason might not the entire letter, need to sell at a discount.

The enhancement principle is refers to, if the behavior occurs in

has continuously suppresses the reason to appear, then a

possibility’s promotive reason’s intensity will be understood high.

The compensation principle refers to the internal reason, the

external reason, the suppressant reason and the promotive reason

is compensates mutually regarding the result.
Function
Because turned over to the theory to propose the people, in

carried on some rules which to other people’s behavior in the

judgment and the interpreting followed, because in the

management process, the superintendent and the staff turned over

to the behavior also inevitably to receive these rules the influence.

The superintendent wants to realize that to the staff is according

to them to the thing subjective consciousness, but is not only the

objective reality makes the response. Because the staff regarding

the wage, higher authority’s appraisal, the work degree of

satisfaction, in aspect and so on organization’s position and

achievement consciousness with turns over to correctly or not,

has the material effect regarding its potential’s display and

organization’s good operation; Also at the same time, because the

superintendent when carries on the judgment and the explanation

to staff’s behavior should avoid turning over to the prejudice and

the error as far as possible.