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Greater likelihood of recalling recent, nearby, or otherwise immediately available examples, and the imputation of importance to those examples over others. Bizarreness effect: Bizarre material is better remembered than common material. Boundary extension: Remembering the background of an image as being larger or more expansive than the ...
more internal attribution for positive acts, and less internal attribution for negative acts, by ingroup than outgroup members; more attribution of outgroup members' failures to lack of ability, and more explaining away of outgroup members' successes; a preference for ingroup-serving versus outgroup-serving attributions for group differences.
Several theories predict the fundamental attribution error, and thus both compete to explain it, and can be falsified if it does not occur. Some examples include: Just-world fallacy. The belief that people get what they deserve and deserve what they get, the concept of which was first theorized by Melvin J. Lerner in 1977. [11]
For example, participants who received negative feedback on a laboratory task were more likely to attribute their task performance to external, rather than internal, factors. The self-serving bias seems to function as an ego-protection mechanism , helping people to better cope with personal failures.
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]
For example, there is a hypothesis that coming to believe that "good things happen to good people and bad things happen to bad people" will reduce feelings of vulnerability.{[43]} However, this just-world bias has a critical drawback, which is having a tendency to blame victims, even in tragic situations. [28]
Getty Images A bad boss is an employee's worst nightmare. The moment you realize that your boss compares unfavorably with Cruella Deville, your stomach sinks and you realize it is time to look for ...
[37] The coding of the newspaper accounts showed that there was a "tendency to make internal attributions for success and external attributions for failure" which supports the self-serving bias as about 75% of the attributions from winning teams were internal while about 55% of attributions from losing teams were internal. [37]