Recognizing and understanding the drivers of employee behavior is a cornerstone of effective leadership and management in academic libraries. Attribution theory offers a powerful lens for distinguishing between personal and situational causes of behavior, enabling leaders to reduce bias, foster empathy, and improve communication. Too often, managers misinterpret staff actions by attributing them solely to individual traits, overlooking external factors such as workload, organizational culture, or systemic barriers. This can lead to strained relationships, inaccurate performance evaluations, and missed opportunities for collaboration. This session will explore how attribution theory can be applied in library settings to strengthen staff relations, enhance fairness in performance evaluations, and build more cohesive teams. Applying attribution theory in academic libraries not only improves staff engagement and collaboration but also advances the broader mission of libraries as inclusive, supportive, and high-performing organizations. By integrating this framework into daily leadership practices, library managers can cultivate trust, improve morale, and create an environment where employees feel understood and valued.
