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An empirical examination of the role of attributions in psychological entitlement and its outcomes
Author(s) -
Harvey Paul,
Martinko Mark J.
Publication year - 2009
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.549
Subject(s) - entitlement (fair division) , attribution , psychology , social psychology , perspective (graphical) , perception , empirical research , economics , mathematical economics , artificial intelligence , neuroscience , computer science , philosophy , epistemology
Psychological entitlement refers to the phenomenon in which individuals consistently believe that they deserve preferential rewards and treatment, often with little consideration of actual qualities or performance levels. This study examines the influence of psychological entitlement on workplace outcomes, using attribution theory to explain its effects. Results suggested that entitlement perceptions are positively associated with self‐serving attribution styles and that diminished need for cognition mediates this relationship. Self‐serving attribution styles, in turn, were associated with reduced job satisfaction and increased levels of conflict with supervisors. A direct positive relationship between psychological entitlement and turnover intent was also observed. Overall, results suggest that an attributional perspective is useful in explaining and understanding the influence of entitlement perceptions on workplace outcomes. Copyright © 2008 John Wiley & Sons, Ltd.