Trait Entitlement and Perceived Favorability of Human Resource Management Practices in the Prediction of Job Satisfaction

Byrne, Zinta S.; Miller, Brian K.; Pitts, Virginia E.

doi:10.1007/s10869-009-9143-z

Cited by 36 publications

(32 citation statements)

References 61 publications

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“…Furthermore, it has been argued that these people believe they are more deserving than others, while wanting to have their expectations met and surpassed at all times (Campbell, Bonacci, Shelton, Exline, & Bushman, ; De Hauw & De Vos, ; Twenge & Campbell, ). Considering that highly entitled employees place such increased demands and expectations on their employers, it seems pertinent to integrate research on psychological contracts and entitlement (e.g., Byrne, Miller, & Pitts, ; De Hauw & De Vos, ; Hess & Jepson, ; Lub et al, ) to examine how those individuals respond to failed obligations by the company.…”

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confidence: 99%

The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior

2016

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SummaryResearch has emphasized the negative effects of organizations' broken promises and failed obligations on employee attitudes and behaviors. However, not all employees respond in the same manner. This paper integrates research on psychological contracts and psychological entitlement to examine how individuals with exceedingly high demands and expectations react to a perceived letdown by the organization. Drawing on conservation of resources theory, we argue that a psychological contract violation is associated with employee depressive mood states, which, in turn, influence the amount of citizenship behavior displayed. We further posit that psychological entitlement moderates the link between contract violation and depressive mood states. Using Hayes' PROCESS macro to assess a moderated mediation model, findings from a multisource field study support our predictions. This research contributes to the work on psychological contracts and psychological entitlement on multiple fronts. Suggestions for future research and practical implications for managers are discussed.

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confidence: 99%

The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior

2016

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“…To the best of our knowledge no other researchers have studied this relationship. Of those who have studied personality traits of young adults, much of the extant research has focused on negative traits (Byrne et al 2010;Miller and Konopaske 2014;Twenge and Campbell 2008). As Millennials take on a greater role in business and society, it is important to understand the impacts of both positive and negative traits on important outcome variables like strategic independence.…”

Section: Discussionmentioning

confidence: 99%

“…Additionally, Miller and Konopaske (2014) find that Machiavellianism in young adults relates positively to work entitlement. Additionally, Byrne et al (2010) report that young adults with high levels of trait entitlement are less likely to experience increased job satisfaction despite being the recipients of more favorable human resource management practices.…”

Section: Introductionmentioning

confidence: 99%

“…Rather than continuing to focus on the negative dispositions associated with young adults (Byrne et al 2010;Miller and Konopaske 2014;Twenge and Campbell 2008), this paper focuses on how positive dispositional traits influence Millennials. Additionally, the study addresses other gaps in the extant personality research literature such as building understanding of the under researched nomological network of the antecedents of strategic independence.…”

Section: Introductionmentioning

confidence: 99%

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Positive Disposition in the Prediction of Strategic Independence among Millennials

Konopaske

Kirby

2017

Administrative Sciences

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Abstract:Research on the dispositional traits of Millennials (born in 1980Millennials (born in -2000 finds that this generation, compared to earlier generations, tends to be more narcissistic, hold themselves in higher regard and feel more entitled to rewards. The purpose of this intragenerational study is to counter balance extant research by exploring how the positive dispositional traits of proactive personality, core self-evaluation, grit and self-control predict strategic independence in a sample of 311 young adults. Strategic independence is a composite variable measuring a person's tendency to make plans and achieve long-term goals. A confirmatory factor analysis and hierarchical regression found evidence of discriminant validity across the scales and that three of the four independent variables were statistically significant and positive predictors of strategic independence in the study. The paper discusses research and practical implications, strengths and limitations and areas for future research.

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“…Therefore, the reward may have been viewed more favourably if it demonstrated that the entitled individuals would be getting more special treatment than their colleagues. Entitled employees may never be fully satisfied with what they are given and may continue to act out against their organizations due to these feelings of being unfairly treated because they were not given enough compensation (Byrne, Miller, & Pitts, 2010). When those who are high in entitlement feel that they have been unfairly treated they are more likely to react with excessive negative behaviours, possibly as a way to express their frustration or to punish the organization or its workers (Bishop & Lane, 2002;Kickul & Lester, 2001).…”

Section: Rewards and Workplace Outcomesmentioning

confidence: 99%

Should the Squeaky Wheel Get the Grease? The Organizational Impact of Rewarding Entitled or Proactive Employees

Huggins¹

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Two studies were conducted to understand the role of rewards in workplace entitlement and employee proactivity. In Study 1, contrary to expectations, rewards did not affect counterproductive work behaviour or organizational citizenship behaviour, although it is likely that the manipulation was not strong enough. However, in general, entitled people were more likely to report negative and positive organizational behaviours. In Study 2, managers were more likely to reward proactive employees with a desirable project but some also rewarded entitled employees as a way to reduce conflict. Further research is needed to understand how to administer rewards without encouraging entitled behaviour.

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Trait Entitlement and Perceived Favorability of Human Resource Management Practices in the Prediction of Job Satisfaction

Cited by 36 publications

References 61 publications

The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior

The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior

Positive Disposition in the Prediction of Strategic Independence among Millennials

Should the Squeaky Wheel Get the Grease? The Organizational Impact of Rewarding Entitled or Proactive Employees

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