심리적 특권의식이 비윤리 행동에 미치는 영향: 개인-조직 적합성 및 개인-직무 적합성의 조절효과와 직무스트레스의 매개효과 검증

Abstract

The current generation's sense of self-value and privilege are much higher than that seen in the previous generation and have manifested socially in the form of negative behaviors such as 'gapjil' and social dissatisfaction.
 Because a large proportion of the current labor force belongs to the millennial generation or Generation Y, it is necessary to find a way to manage the problems caused by employee's psychological entitlement in the workplace.
 However, only a few studies have been conducted on the impact of psychological entitlement in the workplace. As such, understanding of psychological entitlement in the job environment is limited. The purpose of this study is to explore how psychological entitlement impacts employees’ unethical behavior and to examine the mediating effect of job stress. It also tests whether person-organization fit and person-job fit moderate the relationship between psychological entitlement and job stress. The major findings are 1) psychological entitlement is positively associated with job stress; 2) person-organization fit and person-job fit have moderating effects on the relationship between psychological entitlement and job stress, implying that person-organization fit and person-job fit act as a buffer mitigating the negative effect of psychological entitlement; 3) psychological entitlement is positively linked to unethical behavior, 4) job stress partially mediates the relationship between psychological entitlement and unethical behavior, and 5) person-job fit negatively moderates the mediating effect of job stress in the relationship between psychological entitlement and unethical behavior. Thus, person-job fit decreases the influence of job stress in the psychological entitlement-unethical behavior linkage. Based on the results, the theoretical and practical implications are discussed, and recommendations for future research are provided.