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
| Identifer | oai:union.ndltd.org:fau.edu/oai:fau.digital.flvc.org:fau_40782 |
| Contributors | Brant, Katarina K. (author), Castro, Stephanie L. (Thesis advisor), Florida Atlantic University (Degree grantor), College of Business, Department of Management |
| Publisher | Florida Atlantic University |
| Source Sets | Florida Atlantic University |
| Language | English |
| Detected Language | English |
| Type | Electronic Thesis or Dissertation, Text |
| Format | 247 p., application/pdf |
| Rights | Copyright © is held by the author, with permission granted to Florida Atlantic University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder., http://rightsstatements.org/vocab/InC/1.0/ |
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