While HR attributions are known to influence firm performance, we still know little about what may influence these perceptions, how HR attributions may change over time, or what factors may moderate these trends. Thus, this study addresses three important, unanswered questions-(1) how do work-related, person-related, and personality factors influence HR attributions, (2) how do HR attributions change over time, and (3) what factors moderate trends in HR attributions over time? Using a longitudinal design assessing HR attributions of 200 organizational newcomers over a three-month period, this study expands the HR attribution research base by investigating potential predictors of HR attributions, trends in HR attributions over time, and the role that sources of HR information (e.g., frequency, credibility, and ease of access) play in moderating HR attribution change. Findings indicate that various work-related, person-related, and personality factors influence initial HR attributions, and that these attributions vary over time. In addition, there is evidence that frequency, credibility, and ease of accessing sources of HR information may moderate the trends in Legal attributions. Theoretical and practical implications are discussed.