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Entitlement: friend or foe of work-family conflict?

Mary Dana Laird (Marketing and Management Department, Creighton University, Omaha, Nebraska, USA)
James J. Zboja (Marketing and Management Department, Creighton University, Omaha, Nebraska, USA)
Paul Harvey (Management, University of New Hampshire, Durham, New Hampshire, USA)
Lisa M. Victoravich (School of Accountancy, University of Denver, Denver, Colorado, USA)
Anupama Narayan (Psychology, University of Tulsa, Tulsa, Oklahoma, USA)

Journal of Managerial Psychology

ISSN: 0268-3946

Article publication date: 28 May 2021

Issue publication date: 8 June 2021




Guided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.


Using a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.


Results indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.

Practical implications

The results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.


This is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.



Laird, M.D., Zboja, J.J., Harvey, P., Victoravich, L.M. and Narayan, A. (2021), "Entitlement: friend or foe of work-family conflict?", Journal of Managerial Psychology, Vol. 36 No. 5, pp. 447-460.



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