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Entitlement at work: Linking positive behaviors to employee entitlement

Published online by Cambridge University Press:  20 June 2018

Dan H Langerud  and
Peter J Jordan
Dan H Langerud*
Affiliation:
Griffith Business School, Griffith University, Nathan, QLD, Australia
Peter J Jordan
Affiliation:
Griffith Business School, Griffith University, Nathan, QLD, Australia
*
Corresponding author: D.Langerud@griffith.edu.au
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Abstract

Perceptions of employee entitlement are reported to be increasing in organizations and have been linked to negative outcomes at work. Employee entitlement is an employee’s belief in deserving preferential treatment or reward without regard to performance. Arguments, however, are emerging that entitlement may also be linked to positive behaviors. In this article, we outline a study that examines the moderating effect of self-monitoring on the relationship between employee entitlement and organizational citizenship behavior and affective organizational commitment. Based on survey data collected from 167 individuals, we found that self-monitoring moderated the relationship between the specific subscales of employee entitlement and organizational citizenship behavior but had no relationship to commitment. Although previous studies have addressed entitlement perceptions as a negative outcome for the organization, in this article we outline the potential for positive outcomes. Limitations and future research directions are outlined.

Keywords

psychological contractemployee entitlementcitizenship behaviorscommitmentself-monitoring
Type
Research Article
Information
Journal of Management & Organization , Volume 26 , Issue 1 , January 2020 , pp. 75 - 94
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2018

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