The present research investigates entitlement in the workplace through three related papers—a review and two empirical studies. In the first paper, I conduct a review of entitlement and offer an agenda for future research. I examine entitlement’s various historical roots, definitions and conceptualizations, measures, theoretical frameworks, antecedents, consequences, and role as a moderator. I also outline avenues for future entitlement research and advocate for research that considers the effects of perceived coworker entitlement from a state perspective. Following the research agenda of paper one, I empirically delve into the negative effects of perceived coworker entitlement in the second two papers. Specifically, in the second paper I explore how the individual can mitigate the negative effects associated with perceived coworker entitlement and in the third paper I explore how the organization can mitigate the negative effects associated with perceived coworker entitlement. In the second paper, I utilize equity theory and referent cognitions theory to examine the relationships between perceived coworker entitlement and individual outcomes including in-role behavior, organizational citizenship behavior, pay satisfaction, and counterproductive work behavior via psychological distress. I further explore the moderating role of individual difference variables including core-self evaluations, positive and negative affect, and equity sensitivity in the relationship between perceived coworker entitlement and psychological distress. Using a sample of 200 working adults, I found that core self-evaluations and equity sensitivity significantly moderate the relationship between perceived coworker entitlement and psychological distress. However, I did not find any significant mediation or moderated mediation relationships. In the third paper, I utilize fairness theory as a theoretical framework to study the relationships among perceived coworker entitlement, job satisfaction, organizational citizenship behavior, and emotional exhaustion. I further explore the moderating role of Colquitt’s (2001) four dimensions of organizational justice: distributive justice, procedural justice, interpersonal justice, and informational justice. Using the same sample of 200 working adults, I found that perceived coworker entitlement is negatively related to organizational citizenship behavior; distributive justice moderates the relationship between perceived coworker entitlement and emotional exhaustion; interpersonal justice moderates the relationship between perceived coworker entitlement and job satisfaction and emotional exhaustion; and informational justice moderates the relationship between perceived coworker entitlement and emotional exhaustion. Contributions to research, practical implications, strengths and limitations, and directions for future research are discussed. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2018. / FAU Electronic Theses and Dissertations Collection

Wai-kwan Li. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1990. / Bibliography: leaves 31-38. / Abstract --- p.vii / Introduction --- p.1 / Boundary of Country of Origin Effects --- p.2 / Involvement level for making buying decisions --- p.2 / Information amount --- p.4 / Interaction effect of involvement level and information amount --- p.5 / Cognitive Processes of Stereotypic Evaluation --- p.7 / Cognitive elaboration hypothesis --- p.7 / Encoding hypothesis --- p.9 / Polarization hypothesis --- p.10 / Attribute hypothesis --- p.10 / Summary representation hypothesis --- p.12 / Method --- p.14 / Design --- p.14 / Subjects --- p.14 / Stimulus Material --- p.14 / Product --- p.14 / Selection of Countries --- p.14 / Attribute Information --- p.15 / Procedure --- p.16 / Manipulation of independent variables --- p.17 / Dependent measures --- p.17 / Demographic variables --- p.18 / Results --- p.18 / Manipulation checks --- p.18 / Boundary of Country of Origin Effect on Product Evaluation --- p.19 / Psychological Mechanisms for the Country of Origin Effect --- p.20 / Free recall of product information --- p.20 / Encoding hypothesis --- p.21 / Cognitive elaboration hypothesis --- p.21 / Polarization hypothesis --- p.22 / Attribute hypothesis --- p.22 / Summary representation hypothesis --- p.23 / Attribute hypothesis as the cause of stereotypic evaluation --- p.24 / Discussion --- p.24 / Boundary Conditions of Country of Origin Effects --- p.24 / Cognitive Processes of Country of Origin Effects --- p.25 / Marketing Implications --- p.29 / Product image building --- p.29 / Product packaging --- p.30 / References --- p.31 / Footnotes --- p.39

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Cheng Hak Land Grand. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 36-58). / Abstracts in English and Chinese. / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Review on Job Insecurity --- p.1 / Type of Sector as a Moderator --- p.4 / Career Stage as a Moderator --- p.5 / Organizational Tenure --- p.6 / Age --- p.7 / Gender as a Moderator --- p.8 / The Present Study --- p.9 / Chapter CHAPTER 2. --- METHOD --- p.11 / "Literature Search, Inclusion Criteria and Coding Procedure" --- p.11 / Meta-analytic Procedures --- p.14 / Chapter CHAPTER 3. --- RESULTS --- p.17 / Table 1 --- p.18 / Moderating Effects of the Relationship between Job Insecurity and Its Consequences --- p.19 / Type of Sector --- p.19 / Table 2 --- p.20 / Table 3 --- p.21 / Organizational Tenure --- p.22 / Table 4 --- p.23 / Age --- p.24 / Table 5 --- p.25 / Gender --- p.26 / Table 6 --- p.27 / Chapter CHAPTER 4. --- DISCUSSION --- p.28 / The Moderating Effect of Type of Sector --- p.28 / The Moderating Effect of Organizational Tenure --- p.29 / The Moderating Effect of Age --- p.30 / The Moderating Effect of Gender --- p.31 / Applied Implications --- p.31 / Limitations and Further Studies --- p.33 / Concluding Remarks --- p.34 / REFERENCES --- p.36

What does it mean to cheat within romantic relationships? Most people have unique perspectives on this interpersonal phenomenon, which have inevitably been influenced by their past experiences. This research paper begins with a literature review discussing possible relationships between individuals’ attitudes and behaviors as related to cheating. To address some of the possible beliefs and behaviors associated with cheating, this paper will also examine how personal characteristics, gender differences, and personal histories, among other variables, can relate to cheating through a data analysis of a short survey. Although findings are varied, this research aims to highlight interesting associations with cheating practices and mention important information that will be valuable in future research.

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Abstract not available

Children???s attitudes towards school singing have been a growing concern in recent years. While negative attitudes towards school singing have been acknowledged as one of the factors contributing to the decline of singing in schools, these attitudes conflict directly with the socially acceptable, esteemed and desired status that children place on singing in the world in which they live. Given the popularity of singing outside of school, negativity towards singing is of particular concern. Identifying the factors that determine a child???s attitude towards singing in both the school and home context is crucial if positive attitudes towards singing are to be sustained through to adolescence. The purpose of this research was to explore children???s attitudes towards singing in each stage level between Kindergarten and Year 6 in the home and school context, to identify the factors which determine positive and negative attitudes towards singing and to consider the relationships between attitudes in relation to gender. Interviews were conducted with 147 children between Kindergarten and Year 6 in five New South Wales public schools and attitudes towards singing were tested using a three point attitude measurement scale. Further data were collected from 118 parents in order to gain an understanding of children???s singing experience within the home context. Results showed that children???s preference to sing at home, rather than at school, increases with age. While boys have a stronger preference to sing at home than girls, girls are more positive towards school singing. Relational reasons such as fear of criticism and singing in front of others were central reasons for children???s dislike of school singing. While children across all stage levels enjoy singing with CD???s and singing on their own, boys??? particularly enjoy having ownership over song choice and composing their own songs. Lack of song choice and singing in front of others evokes negative attitudes towards singing. Teachers have a strong influence on attitudes towards singing at ES1 and Stage 1 level, however by Year 6, there is a strong correlation between parents and children???s attitudes towards singing. These results provide new insights and implications for the teaching of singing in schools.

The purpose of this study is to examine the most significant reasons evangelical Christian faith is compelling to its adherents. Through the interviews of nineteen Evangelical Christians, it becomes clear that evangelicals see the Bible and Christian theology in a literal and factual way. Thus, contrary to some strains of contemporary thought and scholarship, evangelicals affirm that the claims of the Bible and Christian theology should be taken at face value. Even though such claims are implausible to the modem mind, it is precisely through seeing the Bible and theology in this light that evangelicals enter into their powerful faith lives. In addition to this literal-factual orientation, evangelicals are empowered by their relationship with God in Christ. Along with analysis of interview data, brief studies of evangelical approaches to the Bible and spiritual-psychological development will further serve to explicate evangelical faith. / Graduation date: 2003

Labor force statistics and other evidence have demonstrated that people with disabilities are under-represented in the work place in Canada and abroad. While an assortment of factors likely contributes to this disparity, the attitudes of employers towards hiring people with disabilities are often cited as important contributors to the situation. Some authorities suggest that employers attitudes towards people with disabilities bias their decision-making and influence employer behavior. This concept of simple discrimination suggests that employers, like others in the general public hold unfavorable stereotypes of people with disabilities that result in discriminatory hiring practices regardless the merit of a candidate with a disability. An alternative concept, ambivalence amplification, suggests that disability and merit interact in a more complex way. Research on the general publics reactions to disability suggests that when all else is equal, people will rate a person with a disability who is portrayed in a positive manner significantly higher than a comparable peer without a disability, but that the reverse will occur when both are portrayed in a negative fashion. This suggests that under favorable circumstances, employers attitudes towards employees or prospective employees with disabilities may be preferential, but under unfavorable circumstances, their negative attitudes are amplified to become more extremely negative. Both models suggest that discrimination may be occurring, but provide unique perspectives on how and if it might be occurring during employee recruitment. This study examined both simple discrimination and ambivalence amplification in order to explore their potential for explaining poor employment outcomes for people with disabilities. Ninety-nine employers rated/scored one of four condition-specific cover letters and resumes (application documents) from a hypothetical applicant either with or without a disability. As well as identifying disability status, these documents also portrayed the applicant as having merit (no errors in documents) or limited merit (multiple errors in documents). Participants were also asked if based on their review of the cover letter and resume, they would be willing to grant the applicant an interview. Analyses demonstrated that merit, as represented by error-free cover letters and resums predicted employer behavior. There was no evidence main effect for disability status and no interaction between merit and disability status on either employers ratings of application documents or on their willingness to grant an interview, regardless of gender, age, education, and affiliation with a public or private business. These findings suggest that even when a persons disability is self-reported in an application, neither simple discrimination nor ambivalence amplification influenced employers ratings of merit or decisions based on merit. Merit appears to be their primary focus in initial screening of potential employees. These findings further suggest that disparate employment outcomes of people with disabilities may instead be influenced later in the recruitment process, perhaps when employers come face-to-face with applicants with disabilities during the interview stage. It may be at this point in the hiring process that employers negative attitudes towards people with disabilities result in discrimination. / Special Education