Adding fuel to the fire: How non-contingent bonuses relate to entitlement and affect pursuit of worker self-interest

2021 ◽  
Author(s):  
Darin Holderness Jr. ◽  
Kari Joseph Olsen ◽  
Edward C. Tomlinson
Keyword(s):  
Negative Outcomes ◽  
Psychological Entitlement ◽  
Self Interest ◽  
Sense Of Entitlement ◽  
Workplace Behaviors ◽  
Workplace Outcomes ◽  
Counterproductive Workplace Behaviors

Prior research has explored how psychological entitlement (a trait) fuels worker expressions of self-interest and leads to fraudulent and other counterproductive workplace behaviors. However, entitlement can also be conceptualized as a state. As such, managers might unwittingly contribute to workers’ sense of entitlement through administrative decisions that increase workers’ state entitlement. We examine the distinction and hypothesized interaction between trait and state entitlement and their effects on workplace outcomes. We test our hypotheses in two settings where worker expressions of self-interest may manifest – in the context of a hypothetical job offer negotiation and an employment simulation. We find that non-contingent bonuses increase state entitlement. We also find that both employees’ state and trait entitlement influence workplace outcomes. Thus, to limit negative outcomes due to entitlement in the workplace, managers should consider both whom they hire as well as how workplace incentives foster an entitled workforce.

Will Someone Be Checking My Work? The Effect of Psychological Entitlement and the Expectation of Being Monitored on Task Performance and Misreporting

2021 ◽  
Author(s):  
D. Kip Holderness ◽  
Kari Joseph Olsen ◽  
Todd A. Thornock ◽  
Edward C. Tomlinson
Keyword(s):  
Task Performance ◽  
Performance Monitoring ◽  
Negative Behaviors ◽  
Lower Performance ◽  
Psychological Entitlement ◽  
Workplace Behaviors ◽  
Workplace Outcomes

Psychological entitlement is a sense that one deserves more than others, and is correlated with a host of negative workplace behaviors. Because entitled individuals have a strong desire for the approval of others, we examine whether increasing the expectation of being monitored can limit some of these negative behaviors. We find that when the expectation of being monitored is low, psychological entitlement is associated with lower performance and higher misreporting. In contrast, when the expectation of being monitored is high, not only are these behaviors reduced, but performance increases and misreporting decreases for entitled individuals. Our results suggest that expectations of performance monitoring can be used to improve workplace outcomes for entitled employees.

The effect of mentor gender on protege counterproductive workplace behaviors

2010 ◽  
Author(s):  
Kevin Thomas Wynne ◽  
Nathalie Castano ◽  
Kimberly E. O'Brien
Keyword(s):  
Workplace Behaviors ◽  
Counterproductive Workplace Behaviors

Engaging and Misbehaving: How Dignity Affects Employee Work Behaviors

2017 ◽  
Vol 38 (11) ◽  
pp. 1505-1527 ◽  
Author(s):  
Kristen Lucas ◽  
Andrew S. Manikas ◽  
E. Shaunn Mattingly ◽  
Cole J. Crider
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Critical Role ◽  
Mixed Effects ◽  
Work Behaviors ◽  
Ethnographic Data ◽  
Workplace Behaviors ◽  
Post Hoc ◽  
Counterproductive Workplace Behaviors

While there has been a growing body of research on workplace dignity, the majority of studies tend to focus on how dignity is experienced by organizational members, paying considerably less attention to consequences for organizations. In this study, we explore the influence of workplace dignity on employee work behaviors that affect organizational performance. Framing our inquiry with Sharon Bolton’s yet-untested multidimensional theory of dignity, we analyze Randy Hodson’s content-coded ethnographic data to reveal that increases in workplace dignity tend to predict increases in employee engagement, yet have mixed effects on counterproductive workplace behaviors. Following a post-hoc ethnographic reimmersion, we identify the critical role of safe and secure working conditions in enabling and constraining employees’ ability to redress or resist workplace indignities with counterproductive workplace behaviors.

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

2020 ◽  
pp. 204138662096255
Author(s):  
Eko Yi Liao ◽  
Amy Yamei Wang ◽  
Cheryl Qianru Zhang
Keyword(s):  
Meta Analysis ◽  
Field Studies ◽  
Private Life ◽  
Situational Factors ◽  
Dark Side ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Quantitative Review ◽  
Workplace Behaviors ◽  
Counterproductive Workplace Behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

The Impostor Syndrome from Luxury Consumption

2019 ◽  
Vol 46 (6) ◽  
pp. 1031-1051 ◽  
Author(s):  
Dafna Goor ◽  
Nailya Ordabayeva ◽  
Anat Keinan ◽  
Sandrine Crener
Keyword(s):  
New York ◽  
Shopping Center ◽  
East Side ◽  
Luxury Consumption ◽  
Martha's Vineyard ◽  
Metropolitan Opera ◽  
Psychological Entitlement ◽  
Martha’S Vineyard ◽  
Sense Of Entitlement ◽  
Impostor Syndrome

Abstract The present research proposes that luxury consumption can be a double-edged sword: while luxury consumption yields status benefits, it can also make consumers feel inauthentic, producing what we call the impostor syndrome from luxury consumption. As a result, paradoxically, luxury consumption may backfire and lead consumers to behave less confidently due to their undermined feelings of self-authenticity. Feelings of inauthenticity from luxury consumption may arise because consumers perceive luxury as an undue privilege. These feelings are less pronounced among consumers with high levels of chronic psychological entitlement, and they are reduced when consumers’ sense of entitlement is temporarily boosted. The effects are robust across studies conducted in the lab and in field settings such as the Metropolitan Opera, Martha’s Vineyard, a luxury shopping center, and the Upper East Side in New York, featuring relevant participant populations including luxury target segments and consumption contexts including consumers’ reflections on their actual past luxury purchases.

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