东西方的归因风格因为文化的差异而有所不同。在个人主义文化下，西方人倾向于个体归因；中国人则在集体文化下，更倾向于在情境中解释行为。中国人倾向于把成功和失败都归因于外部、不可控因素，并且较少出现自我服务归囡偏差。这些归因方式有利于组织内部的和谐，但是成功的外归因不利于成功经验的分享，失败的外归因可能存在责任逃避现象。管理者需要分析员工成败原因，引导员工正确归因，根据员工归因风格来安排适合他们的工作，并结合传统文化和国内外企业文化的优秀部分创建适合的企业文化，帮助员工合理归因，提高组织绩效。%The East-West attributional styles vary from culture to culture. In individualistic cultures, Westerners tend to individual attribution, Chinese in the collective culture, more in the context of interpretation. Chinese tend to think of success and failure are ascribed to external, uncontrollable factors, and less self-serving attributionl bias. These attributions are helpful to organize the internal harmony, but successful external attribution is not conducive to share the successful experience of failure attribution, and possible liability escape phenomenon. Managers need to analyze employee reason of success or failure, guide employee to correct attribution, attribution style according to the staff to arrange for their work, and the combination of traditional culture and cultural enterprises at home and abroad the excellent part of creating suitable for enterprise culture, to help employees reasonable attribution, improve organizational performance.
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