RESEARCH PAPER
Entitlement and organizational behaviors: the moderating role of narcissism
Submission date: 2015-07-21
Final revision date: 2015-09-06
Acceptance date: 2015-09-18
Online publication date: 2015-10-05
Publication date: 2015-12-01
Current Issues in Personality Psychology 2015;3(4):230-241
KEYWORDS
entitlementnarcissismorganizational citizenship behaviors (OCB)counterproductive organizational behaviors (CWB)
TOPICS
ABSTRACT
Background
The purpose of this study was to investigate the relationship between psychological entitlement (active, passive, and revenge), narcissism and two types of organizational behaviors in employees. Interactions between narcissism and psychological entitlement as predictors of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) were explored. Predictors were analyzed in an effort to determine whether psychological entitlement plays a more destructive role among narcissistic employees than among non-narcissistic ones and whether the effects of narcissism on OCB and CWB are mediated by entitlement.
Participants and procedure
Data were obtained from 100 employees (34% men) aged 22 to 59 years (M = 37.00, SD = 9.30) from public and private companies. Participants were asked to complete the Organizational Citizenship Behavior Scale (OCBS), the Counterproductive Organizational Behaviors Scale (COBS), the Entitlement Questionnaire, and the Narcissistic Personality Inventory (NPI).
Results
Positive aspects of entitlement were positively associated with OCB only among narcissistic employees, and active entitlement mediated the effects of narcissism on CWB. Active entitlement was negatively related to CWB. Negative aspects of entitlement were negatively related to OCB and unrelated to CWB.
Conclusions
This study provides evidence for positive (healthy) aspects of entitlement for organizations. The unexpected interaction between narcissism and entitlement in predicting higher levels of OCB suggests that among narcissistic employees, healthy aspects of entitlement are desirable and profitable for an organization. Psychological entitlement was observed to be an important predictor of organizational behaviors beyond narcissism itself.
The purpose of this study was to investigate the relationship between psychological entitlement (active, passive, and revenge), narcissism and two types of organizational behaviors in employees. Interactions between narcissism and psychological entitlement as predictors of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) were explored. Predictors were analyzed in an effort to determine whether psychological entitlement plays a more destructive role among narcissistic employees than among non-narcissistic ones and whether the effects of narcissism on OCB and CWB are mediated by entitlement.
Participants and procedure
Data were obtained from 100 employees (34% men) aged 22 to 59 years (M = 37.00, SD = 9.30) from public and private companies. Participants were asked to complete the Organizational Citizenship Behavior Scale (OCBS), the Counterproductive Organizational Behaviors Scale (COBS), the Entitlement Questionnaire, and the Narcissistic Personality Inventory (NPI).
Results
Positive aspects of entitlement were positively associated with OCB only among narcissistic employees, and active entitlement mediated the effects of narcissism on CWB. Active entitlement was negatively related to CWB. Negative aspects of entitlement were negatively related to OCB and unrelated to CWB.
Conclusions
This study provides evidence for positive (healthy) aspects of entitlement for organizations. The unexpected interaction between narcissism and entitlement in predicting higher levels of OCB suggests that among narcissistic employees, healthy aspects of entitlement are desirable and profitable for an organization. Psychological entitlement was observed to be an important predictor of organizational behaviors beyond narcissism itself.
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