Castro, Stephanie L.

The present research investigates entitlement in the workplace through three
related papers—a review and two empirical studies. In the first paper, I conduct a review
of entitlement and offer an agenda for future research. I examine entitlement’s various
historical roots, definitions and conceptualizations, measures, theoretical frameworks,
antecedents, consequences, and role as a moderator. I also outline avenues for future
entitlement research and advocate for research that considers the effects of perceived
coworker entitlement from a state perspective. Following the research agenda of paper
one, I empirically delve into the negative effects of perceived coworker entitlement in the
second two papers. Specifically, in the second paper I explore how the individual can
mitigate the negative effects associated with perceived coworker entitlement and in the
third paper I explore how the organization can mitigate the negative effects associated
with perceived coworker entitlement. In the second paper, I utilize equity theory and
referent cognitions theory to examine the relationships between perceived coworker
entitlement and individual outcomes including in-role behavior, organizational citizenship behavior, pay satisfaction, and counterproductive work behavior via
psychological distress. I further explore the moderating role of individual difference
variables including core-self evaluations, positive and negative affect, and equity
sensitivity in the relationship between perceived coworker entitlement and psychological
distress. Using a sample of 200 working adults, I found that core self-evaluations and
equity sensitivity significantly moderate the relationship between perceived coworker
entitlement and psychological distress. However, I did not find any significant mediation
or moderated mediation relationships. In the third paper, I utilize fairness theory as a
theoretical framework to study the relationships among perceived coworker entitlement,
job satisfaction, organizational citizenship behavior, and emotional exhaustion. I further
explore the moderating role of Colquitt’s (2001) four dimensions of organizational
justice: distributive justice, procedural justice, interpersonal justice, and informational
justice. Using the same sample of 200 working adults, I found that perceived coworker
entitlement is negatively related to organizational citizenship behavior; distributive
justice moderates the relationship between perceived coworker entitlement and emotional
exhaustion; interpersonal justice moderates the relationship between perceived coworker
entitlement and job satisfaction and emotional exhaustion; and informational justice
moderates the relationship between perceived coworker entitlement and emotional
exhaustion. Contributions to research, practical implications, strengths and limitations,
and directions for future research are discussed.

The present research introduces a framework for multiplex developmental
partnerships. First, using a qualitative case study methodology, I found that
developmental partnerships are dyadic multiplex relationships involving flexible and
permeable intra-relational role boundaries, comprised of interdependent dyad partners. I integrated role theory and social interdependence theory to help understand the affective, behavioral, and cognitive interdependence dimensions present in developmental partnerships. Analysis of interviews revealed that each dimension of interdependence is associated with a specific intra-relational role: companion, collaborator, and balanced developer. Second, I created a measure, the Developmental Partnerships Inventory. Results indicate the new measure demonstrates adequately reliability and validity (e.g., construct, convergent, and discriminant validity. This research proposed a theoretical process model of potential antecedents and outcomes of developmental partnerships. I proposed that partners’ trustworthiness, propensity to trust others, and individual authenticity shape the approach dyad members will take towards the relationship. The model also examined the potential for developmental partnerships to influence performance through positive psychological capital and thriving. Finally, I offer a discussion of the contributions of the process model presented in moving research on developmental relationships forward, and potential directions for future research.