The interactive effect of positive and negative occupational attributional styles on job motivation

Research on attributional style in the work setting has generated inconsistent results concerning the effect attributional styles for positive and negative events have on job motivation and performance. This study set out to examine whether attributional style for positive and for negative work-related events, and their interaction, are related to job motivation. One hundred and sixteen working adults completed questionnaires measuring positive and negative attributional styles, and job motivation. The findings showed that both positive and negative attributional styles, as well as their interaction, were predictors of job motivation. The interactive effect suggests that a negative attributional style is negatively related to job motivation in the absence, but not in the presence, of a positive attributional style. It was also found that employees who have stayed for a reasonably long time with an organization (more than 4 years) are particularly vulnerable to negative attributional style. These findings are discussed in terms of the theoretical framework of positive negative asymmetry in evaluations. Implications concerning the measurement of occupational attributional style are presented, as well as practical applications for organizations.