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dc.contributor.authorLangerud, Dan H
dc.contributor.authorJordan, Peter J
dc.description.abstractPerceptions of employee entitlement are reported to be increasing in organizations and have been linked to negative outcomes at work. Employee entitlement is an employee’s belief in deserving preferential treatment or reward without regard to performance. Arguments, however, are emerging that entitlement may also be linked to positive behaviors. In this article, we outline a study that examines the moderating effect of self-monitoring on the relationship between employee entitlement and organizational citizenship behavior and affective organizational commitment. Based on survey data collected from 167 individuals, we found that self-monitoring moderated the relationship between the specific subscales of employee entitlement and organizational citizenship behavior but had no relationship to commitment. Although previous studies have addressed entitlement perceptions as a negative outcome for the organization, in this article we outline the potential for positive outcomes. Limitations and future research directions are outlined.
dc.publisherCambridge University Press
dc.publisher.placeUnited Kingdom
dc.relation.ispartofjournalJournal of Management and Organization
dc.subject.fieldofresearchHuman resources and industrial relations
dc.subject.fieldofresearchSpecialist studies in education
dc.titleEntitlement at work: Linking positive behaviors to employee entitlement
dc.typeJournal article
dc.type.descriptionC1 - Articles
dc.type.codeC - Journal Articles
gro.facultyArts, Education & Law Group, Gumurrii Centre
gro.rights.copyrightThis publication has been entered into Griffith Research Online as an Advanced Online Version.
gro.hasfulltextNo Full Text
gro.griffith.authorJordan, Peter J.

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