At present, the problem of college students' employment difficulty is increasingly prominent. What kind of attribution college students take to employment will inevitably lead to corresponding behavioral and psychological reactions, and then have different expectations for employment. Thus, in the process of employment, the attribution style of college students has a great influence on employment. First, the definition of the concept of attribution style. Defining the meaning of attribution scientifically is the premise and basis for correctly understanding attribution style. Attribution, literally speaking, is to attribute the causes of behavior. In other words, the result of an action or event is attributed to some reason. According to cognitive psychology, attribution refers to the process in which individuals infer and judge the causes of behavior according to relevant information and clues. In psychology, attribution is generally regarded as a decision-making process. In the face of a result, there may be many factors that need to be compared and inferred, and finally a decision is made to choose one or more factors as the cause of the result. For example, in employment, some people attribute their employment failure to external factors (demanding too much) and internalize the reasons for successful employment (high ability); However, some people blame themselves for not finding a job (low ability) and interpret employment as an external factor (good luck). This reflects two different ways of attribution. Therefore, for a result, it is possible to form a variety of attribution. Different attribution methods will inevitably produce different attribution theories. For example, Kelly's three-dimensional theory formed by exploring the causes of behavior; Weiner formed an achievement attribution model on the basis of explaining the reasons for success or failure. Attribution theory is simply the viewpoint, theory and model about attribution. Specifically, attribution theory is a psychological theory about how people explain their own or others' behaviors and how this explanation affects their emotions, motivations and behaviors. Through the knowledge and understanding of attribution and attribution theory, it is helpful for us to better understand and study attribution style. It is different attribution and attribution theories that form different attribution styles. Attribution style can be said to come from the study of "cognitive style" in cognitive psychology, which is a combination of individual personality characteristics and their attribution cognitive process. It is a unique attribution style and a unique attribution tendency. Attribution style is particularly important for college students' employment, because it is a long-term and relatively stable feature or tendency, and its influence and function are continuous and regular. Attribution style shows different characteristics in different students, with individual differences. Therefore, in the face of a result, different attribution will be formed, which will have different effects on the result. Second, the influence of attribution style on college students' employment. In the process of employment, college students, as the main body of employment, will affect their expectations, emotions and motives for employment by attributing various factors that affect employment. 1. Impact on employment expectation Many scholars have put forward their own views and opinions on the definition of expectation from different levels. Among them, Fromm's definition of expectation is more prominent in his expectation theory. He pointed out that expectation refers to a way to explain the incentive process by examining the causal relationship between people's efforts and their ultimate reward, and to choose the right behavior to achieve the ultimate reward goal. It believes that when people have needs and the possibility to meet such needs, their enthusiasm is high. Therefore, in the face of employment, college students' different attribution will change their expectation of successful employment in the future, which is mainly related to the stability of employment factors. When successful employment is attributed to the stable and difficult factors of ability or failure is attributed to the variable factors of insufficient ability, the expectation of successful employment in the future will increase. On the contrary, when employment success is attributed to the unstable factor of luck or failure is attributed to the relatively stable factor of lack of ability, the expectation of subsequent successful employment will be reduced or unemployment will be expected. 2. What is the impact on employment sentiment? Since ancient times, many experts and scholars at home and abroad have put forward their own views and opinions from many angles. Daniel Goldman's definition of emotion is more prominent. In Emotional IQ, he defined emotions as feelings, specific thoughts, physiological states, psychological states and related behavioral tendencies. In other words, emotions cover three parts: personal feelings, thoughts and behaviors. Only when these three parts are in a state of balance can they be called physical and mental health. Emotion is the temporary result of cognition. It needs to be perceived and regulated, not suppressed, denied or indulged at will, because emotions need to be expressed and controlled, and only in this way can negative effects be avoided. Therefore, attribution will also have an impact on emotions. Different attribution will form different emotions and experiences. For college students, attributing the success of employment to internal and stable factors such as ability and personality characteristics will enhance their self-confidence and pride. Generate optimism; Attributing successful employment to external and unstable factors such as luck, others' help and opportunities will give people a sense of opportunity, but it may also reduce self-confidence and pride. On the other hand, if the failure of employment is attributed to internal and stable factors such as lack of ability and personality defects, they will feel inferior and frustrated in employment; Attributing failure to external factors such as bad opportunities and high demands will help to maintain a more optimistic mood. It is worth noting that there are attribution styles that are too self-disciplined and too self-blaming. Too much self-discipline will make students blindly optimistic about employment. However, too much self-blaming attribution can easily lead to students' employment anxiety and loss of employment confidence. 3. The influence motivation on employment motivation refers to the internal motivation that directly pushes people to engage in certain activities to achieve certain goals. In other words, motivation is the intrinsic motivation of individual activities, and all individual activities are caused by motivation and point to a certain goal. And expectations and emotions will affect intrinsic motivation to some extent. Therefore, the influence of attribution style on employment motivation can be realized by changing employment expectations and emotions. College students' different understanding of the causes of previous employment results will cause different emotional reactions, which will inevitably affect employment motivation to a certain extent. Specifically, optimism helps to maintain and stimulate employment motivation, to sum up experience, and to discard shortcomings and choose the best. However, pessimistic and negative emotions will weaken the motivation of employment, muddle along and give up on themselves. Similarly, the change of attribution to expectation will also affect employment motivation. The high expectation of successful employment in the future will bring the motivation to continue to work hard, while the expectation of future failure will lead to inaction. The strength of employment motivation determines what individuals will do in the process of employment. Attention should be paid to students with pessimistic attribution style. Students with pessimistic attribution style will have attribution deficiency. If a college student often fails to find a job. But he always attributed his failure to stable factors such as ability and personality characteristics. Over time, he will lose confidence in employment and his employment motivation will drop to the lowest point. 3. Countermeasures for College Students' Employment Faced with complicated and changeable attribution methods, it is necessary for college students, schools and society to create a reasonable employment atmosphere to ensure that students have healthy and reasonable employment expectations, emotions and motives. Therefore, the author believes that necessary measures can be taken from the following aspects in view of the attribution style of college students. 1. Education guidance, correct attribution. What attribution style college students adopt in the process of employment will determine their employment intention. Due to the lack of information and social cognition of college students, attribution errors may be caused, which may affect employment expectations and motivation. Therefore, it is necessary to educate college students and guide them to make correct attribution. Firstly, the attribution theory is studied. Theory is the guide and guide of action. On the one hand, in order to understand the attribution style of college students, it is necessary for schools to study the attribution theory, so as to provide reference for correcting college students' attribution. On the other hand, college students should also learn attribution theory, clarify their own attribution defects and correct their mistakes and prejudices. Second, carry out employment education and update the concept of employment. Employment counselors should actively carry out employment education, help college students objectively evaluate themselves, establish correct professional concepts and values, and face up to reality. In the difficult period of employment, it is especially necessary to guide them to update their employment concept, let them voluntarily join the ranks of ordinary workers, and break the traditional "final decision" concept and values of choosing a job. Third, create a healthy employment atmosphere. A healthy social employment atmosphere can promote college students' employment motivation. The state and schools should take creating a healthy social employment atmosphere as an important content. Through publicity and education, let college students realize that "360 lines, each line will be the best", and there is no difference in occupation. 2. Improve yourself and improve your quality. As the main body of attribution and employment, college students have at least one thing in common, regardless of their attribution style, that is, they clearly recognize the importance of ability and quality. Therefore, college students should study hard, exercise themselves, improve their quality and enhance their employment competitiveness. On the one hand, we should fully develop ourselves. Faced with fierce employment competition, college students should strive to develop themselves in an all-round way. We should not only learn professional knowledge well, but also dabble in other professional fields, so as to achieve the realm of "you are without me, I have you, and you are better than me", so that we can always be better than others in the employment competition. On the other hand, we should improve our self-awareness and social awareness. College students should strengthen self-awareness and analysis, correctly understand themselves, face all kinds of employment opportunities with a calm mind and thinking, and cultivate a good employment mentality. At the same time, deeply understand the changes in society. Society is not static, it has been developing. Under the market economy, social employment requires more talents, and the law of the market is "survival of the fittest", which has a great influence on people's psychology. Therefore, we must break the traditional concept of employment and establish a new concept of employment in line with social development. 3. Self-adjustment and improvement of employment attribution In the stage of popularization of higher education, it is common for college students to find jobs. Judging from the relationship between talent supply and demand, it will be more and more difficult for college students to find jobs in the future. Therefore, college students' attribution cognition of employment can make them correctly realize the severe employment situation. Make full psychological preparation and put forward different expectations according to different situations. Faced with various situations and results in the process of employment, it is necessary for college students to adjust themselves in order to make correct attribution. Employment itself is a kind of competition, a process of survival of the fittest, and a necessary procedure to enter the society, which will inevitably produce various results and have different emotional reactions to different job seekers. Therefore, we should correctly handle all kinds of emotions, effectively eliminate all kinds of bad emotions, maintain optimistic emotions and make correct attribution in order to meet the subsequent challenges and employment. At the same time, college students should also make appropriate attribution according to different situations. Don't blindly boil down to a unified standard. Flexibility should be emphasized. For example, institutions and enterprises have different requirements for employees; The attribution of employment results can not be unified, which affects the psychology of subsequent employment.