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Abstract

This study introduced, and provided the first evidence for, the notion that people possess more or less fuzzy attribution styles and that the degree of fuzziness affects important work variables (e.g., occupational self-efficacy and political skill). Field theory was used to explain how fuzzy attribution styles might arise. Contributions of this study, its practical implications, directions for future research, and strengths and limitations were discussed.

Keywords

attribution styles attribution theory career success and outcomes

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Fuzzy Attribution Styles

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