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People tend to attribute other people's behaviors to their dispositional factors while attributing their own actions to situational factors. In the same situation, people's attribution can differ depending on their role as actor or observer. [36] Actors express their behavior differently from an observer. [37]
In psychology, trait theory (also called dispositional theory) is an approach to the study of human personality.Trait theorists are primarily interested in the measurement of traits, which can be defined as habitual patterns of behavior, thought, and emotion. [1]
Dispositional attribution (or internal attribution or personal attribution) is a phrase in personality psychology that refers to the tendency to assign responsibility for others' behaviors due to their inherent characteristics, such as their personality, beliefs, or ability, instead of attributing it to external (situational) influences such as the individual's environment or culture. [1]
Hedonic relevance (also known as hedonistic relevance) is the tendency to attribute a behavior to dispositional factors rather than situational factors if the observed person’s behavior appears to be directly intended to benefit or harm us, or has such results. For example, Ali studied hard but still failed his maths test.
The major theories include dispositional (trait) perspective, psychodynamic, humanistic, biological, behaviorist, evolutionary, and social learning perspective. Many researchers and psychologists do not explicitly identify themselves with a certain perspective and instead take an eclectic approach.
This resulted in a list of 171 traits. From this he used factor analysis to derive 60 "personality clusters or syndromes" and an additional 7 minor clusters. [38] Cattell then narrowed this down to 35 terms, and later added a 36th factor in the form of an IQ measure. Through factor analysis from 1945 to 1948, he created 11 or 12 factor solutions.
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The dispositional approach, which attributes job satisfaction to internal, stable personality traits, and; The interactionist approach, which attributes job satisfaction to an interaction between situational and dispositional factors. The situational and interactionist approaches had received a majority of the support in previous literature.