An empirical examination of the role of attributions in psychological entitlement and its outcomes
研究用归因理论解释心理特权如何影响工作结果，发现心理特权与自利归因风格正相关，进而降低工作满意度、增加与主管的冲突，并直接增强离职意愿。
Abstract Psychological entitlement refers to the phenomenon in which individuals consistently believe that they deserve preferential rewards and treatment, often with little consideration of actual qualities or performance levels. This study examines the influence of psychological entitlement on workplace outcomes, using attribution theory to explain its effects. Results suggested that entitlement perceptions are positively associated with self‐serving attribution styles and that diminished need for cognition mediates this relationship. Self‐serving attribution styles, in turn, were associated with reduced job satisfaction and increased levels of conflict with supervisors. A direct positive relationship between psychological entitlement and turnover intent was also observed. Overall, results suggest that an attributional perspective is useful in explaining and understanding the influence of entitlement perceptions on workplace outcomes. Copyright © 2008 John Wiley & Sons, Ltd.