The bright side of entitlement: exploring the positive effects of psychological entitlement on job involvement

Lin, Szu-Yin; Chen, Hsien-Chun; Chen, I‐Heng

doi:10.1108/ebhrm-05-2021-0097

Cited by 4 publications

(3 citation statements)

References 82 publications

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“…Similarly, entitlement predicted more self-reported OCBs and was related to fewer self-reported CWBs. Contradictory to previous findings, Lin et al (2022) assumed that psychological entitlement is positively related to job involvement.…”

Section: Employee Entitlement and Work Behaviormentioning

confidence: 86%

“…However, there are still many researchers using measures based on trait conceptualization (e.g. Lin et al, 2022;Joplin et al, 2021;Schwarz et al, 2021;Irshad, 2021;Cerritos, 2020). Using measures based on state conceptualization as Westerlaken et al's Measure of Employee Entitlement (2017) is still not as common as their advantages might indicate (e.g.…”

Section: Employee Entitlementmentioning

confidence: 99%

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Employee Entitlement: Is There A Universal Approach That We Can Use in the Organizational Settings?

Piotrowski

Besta

2022

RPsych

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Employee entitlement has been studied over the years, yet few human resources management scholars and managers expected it to be a common phenomenon, especially among younger employees. Therefore, there is a need for deeper insight into employee entitlement as it has been analyzed in different ways over the last years. Due to dynamically and rapidly changing organizational settings, employee entitlement should be considered as a context-dependent variable. Additionally, it does not have to be perceived explicitly as a negative factor, as there are certain circumstances in which employee entitlement may be beneficial for the organization. Proper understanding of it will be possible through studying the interactions between employee entitlement and other variables, such as organizational identification, identification with coworkers, organizational justice, leader-member exchange, team–member exchange, organizational citizenship behavior, and counterproductive behavior. Factors that might affect the intensity of entitlement are discussed, as well as what we know about methods that can increase or decrease it. This article indicates the gaps and inconsistencies in existing research, simultaneously trying to find solutions and ideas for the difficulties encountered.

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Section: Employee Entitlement and Work Behaviormentioning

confidence: 86%

Section: Employee Entitlementmentioning

confidence: 99%

Employee Entitlement: Is There A Universal Approach That We Can Use in the Organizational Settings?

Piotrowski

Besta

2022

RPsych

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“…It is also possible to further discuss the conditions under which psychological entitlement can be lessened, as well as the conditions under which psychological entitlement's detrimental effects can be mitigated. The relationship between psychological entitlement and good conduct can also be investigated, as research has shown that psychological entitlement might increase job involvement by raising career ambitions [119].…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Does Overqualification Play a Promoting or a Hindering Role? The Impact of Public Employees’ Perceived Overqualification on Workplace Behaviors

Shang,

Zuo,

Shi

et al. 2024

Behavioral Sciences

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Drawing upon the conservation of resource theory, we offer a framework for understanding the mechanism underlying the effect of public employees’ overqualification on their cognitive and behavioral outcomes, through both positive and negative paths. We propose that perceived overqualification elicits two subjective cognitions, namely, perceived control and psychological entitlement, which further lead to public employees’ behaviors through approach (organizational citizenship behavior) and avoidance (workplace deviance behavior) tendencies. A total of 421 public employees participated in the three-stage time-lag investigation. The findings indicated that public employees’ perceived overqualification is positively related to perceived control, and perceived control is positively related to organizational citizenship behavior. Perceived control completely mediates the relationship between perceived overqualification and organizational citizenship behavior. Perceived overqualification is positively related to psychological entitlement, and psychological entitlement is positively related to workplace deviance behavior. Psychological entitlement completely mediates the relationship between perceived overqualification and workplace deviance behavior. This study constructed a double-edged sword model of perceived overqualification based on the public sector, discussing the influence of public employees’ perceived overqualification on their workplace behaviors from the perspective of resource assessment and self-evaluation, and providing theoretical guidance for the practice of human resource management within the public sector.

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Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

Bizri,

Kertechian

2024

IJOA

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Purpose This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic. Design/methodology/approach Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling. Findings The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance. Research limitations/implications To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures. Originality/value An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

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The bright side of entitlement: exploring the positive effects of psychological entitlement on job involvement

Cited by 4 publications

References 82 publications

Employee Entitlement: Is There A Universal Approach That We Can Use in the Organizational Settings?

Employee Entitlement: Is There A Universal Approach That We Can Use in the Organizational Settings?

Does Overqualification Play a Promoting or a Hindering Role? The Impact of Public Employees’ Perceived Overqualification on Workplace Behaviors

Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

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