심리적 특권의식의 선행요인과 결과요인

Abstract

Recently, feelings of entitlement have been increasing over the years as individuals believe they are entitled and deserve more from the relationship they participate in. For instance, within an employment relationship, employees have higher expectations about what they should receive from their organization such as their salary, bonuses, and promotions. Consequently, entitlement has been frequently mentioned and researchers have realized its importance as entitlement perceptions have been linked with negative outcomes. However, there has only been a sparse amount of theoretical and empirical studies on entitlement and research has not yet examined how entitlement feelings can be managed. Since entitlement is becoming an important issue within the workplace, this study focuses on conceptualizing psychological entitlement with important areas within organizational behavior research. Therefore, our propositions focus on the organizational aspects that can help organizations and supervisors manage and control employee entitlement perceptions. According to its theoretical background and entitlement’s earlier studies, we propose psychological ownership, organizational identification, organizational justice, perceived organizational support, leader-member exchange, and organizational socialization to mitigate psychological entitlement. We further propose how psychological entitlement will affect work behavior (organizational citizenship behavior, deviant behavior, and task performance). As entitlement perceptions have been generally understood to bring forth negative consequences and the three work behaviors have distinctive characteristics, we propose psychological entitlement to have different effects on them. Parallel to previous studies, we propose psychological entitlement to increase the likelihood of workplace deviant behavior while it will decrease the likelihood of organizational citizenship behavior. In regards with task performance, due to the mixed results of previous studies, we propose that deviant behavior will mediate the relationship between psychological entitlement and task performance and thereby reduce task performance.