HR policy attribution: Implications for work-family person-environment fit

The person-environment fit framework has been increasingly used as a theoretical foundation for work-family research. As this use has grown, several gaps and opportunities regarding its application to this literature have emerged. The present paper draws on attribution theory to build a conceptual model that explains the cognitive processes through which work-family human resource practices are linked to person-environment work-family fit perceptions. We distinguish between employee attributions of work-family practices to an environmental source and attributions about that source's intent in adopting the practice. We argue that these attributions play a critical part in determining the supplies available to an employee to segment or integrate work and family domains. We further link these attributions to attitudes and behaviors targeted at specific environmental levels (i.e., the organization and supervisor) through work-family fit mechanisms. Finally, we explain how our model helps to explain inconsistent research findings and can inform future research drawing on work-family fit frameworks.