Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

• Published in: International journal of organizational analysis (2005) Vol. 32; no. 10; pp. 2177 - 2204
• Main Authors: Bizri, Rima M., Kertechian, Sevag K.
• Format: Journal Article
• Language: English
• Published: Bingley Emerald Publishing Limited 11-11-2024; Emerald Group Publishing Limited
• Subjects: Behavior; COVID-19; Employees; Organizational justice; Pandemics; Perceptions; Social exchange theory; Work at home; Work environment; Psychological entitlement; Perceived organizational support; Job autonomy; Workplace deviance; Perceived organizational justice; Social exchange theory
• ISSN: 1934-8835; 1758-8561
• DOI: 10.1108/IJOA-07-2023-3848

Purpose
This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic.
Design/methodology/approach
Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling.
Findings
The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance.
Research limitations/implications
To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures.
Originality/value
An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.