Psychological Entitlement in the Workplace

Abstract

Psychological entitlement refers to a belief that one has a legitimate right to special treatment, regardless of one’s deservingness. Research across disciplines has identified entitlement as an individual difference that is associated with both adaptive and maladaptive behaviors and attitudes. The purpose of this symposium is to investigate new avenues of research and stimulate further interest in this topic by presenting novel research that (a) clarifies the nature of entitlement, (b) considers influences of entitlement on negotiation processes, (c) examines the relationship between entitlement and perceptions of supervisor abuse and subsequent retaliatory behaviors, and (d) extends knowledge of how entitled behaviors of co-workers affect strain-based outcomes. Specifically, Rosen et al. provide an integrative review of the literature and develop a definition and conceptual framework for a unique construct (i.e., workplace entitlement) that is meant to serve as a springboard for future research on entitlement in the workplace. Neville and Fisk consider the implications of entitlement in negotiation processes and, in contrast to previous research, describe the potential benefits as well as drawbacks of entitlement in an organizational context. Harvey and Martinko investigate the role of entitlement in influencing employee perceptions of supervisor abuse via attribution style. Complimenting this research, Kane-Frieder et al. focus on understanding how working with entitled co-workers affects employees and consider interactive effects of entitlement perceptions and perceived resources on a variety of attitudinal, behavioral, and psychological outcomes. The discussant, Keith Campbell, will integrate these topics and lead a discussion between the panel and the audience.