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Studies that examine teacher feedback statements in the classroom typically assess the degree of teacher approval or disapproval, and they do not utilize a theoretical framework such as attribution theory classroom (e.
Attribution theory is said to be one of the few psychological theories that can deal with a key characteristic of entrepreneurs--persistence after setbacks or failure (Shaver, 2004).
Attribution theory suggests that students' perceptions of the cause for success or failure are more influential on future task performance than are actual experiences of success or failure.
In general, the relationships found between perceived ability and effort, on the one hand, and expected responses, on the other, are compatible with predictions from attribution theory.
As such, attribution theory provides a useful framework for understanding public perceptions of political phenomena and their implications (see Abramowitz, Lanoue, and Ramesh 1988; Feldman 1982; Lau and Sears 1981; Rosenberg and Wolfsfeld 1977; Rudolph 2006; Rudolph and Grant 2002).
Attribution theory is the study of how attributions of states of mind are made.
Attribution theory, a favorite of Spilka, is liberally represented.
Founded by Fritz Heider (1944) and further developed by Bernard Weiner (1985), attribution theory has become a focus of psychology (e.
An explanation for the above arguments can be made from a theoretical perspective by expanding upon and integrating both equity theory and attribution theory.
Despite attempts first by its author to subsume it under dissonance theory, and later by others to subsume it under attribution theory, it remains a worthwhile (and fitfully lively) object of study in its own right.
Culpeper sees the two as complementary (within some limitations) and then argues that "in a number of respects foregrounding theory [in stylistics and literary theory] is analogous to attribution theory, and that by investigating this analogy one can gain a better understanding of the relationship between the two [attribution] models" (129).
The impact of these cognitive disparities on both micro (the supervisor-subordinate relationship) and macro (overall human resource management) issues can be effectively analyzed within the theoretical framework of attribution theory.