Employees’ Sense of Entitlement Toward Their Supervisors and its Association with Burnout and Job Satisfaction: Assessing A Multidimensional Construct Volume 5 - Issue 4

Rinat Cohen¹, Sivanie Shiran² and Rami Tolmacz¹*

• ¹Department of Psychology, The Interdisciplinary Center Herzliya, Israel Hauniversity 8, Israel
• ²Department of Business management, The Interdisciplinary Center Herzliya, Israel

Received:August 19, 2021   Published:August 30, 2021

Corresponding author:Rami Tolmacz, Department of Psychology, The Interdisciplinary Center Herzliya, Israel , Hauniversity 8, Herzliya, Israel

DOI: 10.32474/SJPBS.2021.05.000220

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Abstract

There has been increased interest on the part of both organizations and the academy in the entitlement attitudes of employees. The vast majority of studies on employee entitlement have construed it as a unidimensional dispositional trait and have generally revealed strong correlations between sense of entitlement and negative workplace behaviors, suggesting significant implications for organizational outcomes. The goal of the current study was to develop and validate a self-report measure that views employees’ sense of relational entitlement toward their supervisors (SRE-es) as multifactorial. Findings indicated initial evidence of the validity of the SRE-es three-factor structure, reflecting employees’ adaptive (assertive) as well as pathological (restricted or exaggerated) attitudes regarding the assertion of their needs and rights toward their supervisors. Findings also indicated that an assertive sense of entitlement was linked with high job satisfaction and low burnout. Conversely, an exaggerated sense of entitlement was associated with high burnout and low job satisfaction. Restricted sense of entitlement revealed a mixed trend, being linked with both burnout and job satisfaction. The potential uses of the SRE-es scale are discussed.

Keywords: Employee Entitlement; Psychological Entitlement; Work Satisfaction; Work Burnout

Abstract| Introduction| Literature Review| TMS The Current Research| CES Method| Measures| Analyses and Results| EFA with Sample 1 (N = 170)| CFA with Sample 2 (N = 167)| Discussion and Implications| Implications and Limitations of the Current Study and Directions for Future Research| References|