Psychological entitlement and organizational citizenship behaviors: the roles of employee involvement climate and affective organizational commitment

Figures & data

Figure 1. Theoretical model.

Note: OCBs = Organizational Citizenship Behaviors.

Table 1. Means, standard deviations, and correlations.

	Mean	S.D.	1	2	3	4	5	6	7
1. Managerial Position	0.22	0.42	–
2. Tenure	5.75	5.41	.21**	–
3. Gender	0.62	0.49	−.04	.00	–
4. Age	33.15	9.38	.12	.62**	.08	–
5. Psychological Entitlement	2.70	0.79	−.14*	−.11	.14*	.03	(.92)
6. Affective Organizational Commitment	3.81	0.62	.17**	.29**	-.01	.28**	.08	(.84)
7. OCBs	3.26	0.62	.13*	−.08	−.15*	−.15*	−.06	.05	(.88)

Notes. Individual N = 231; Correlations among individual level variables are presented in the lower diagonal; OCBs = Organizational Citizenship Behaviors.

* p < .05.

** p < .01.

Table 2. Confirmatory factor analysis (CFA) results.

CFAs	Chi-square (χ^2)	CFI	RMSEA	SRMR	TLI	GFI	NFI
Three factors (psychological entitlement, affective organizational commitment, and OCBs)	448.30	.91	.07	.06	.90	.84	.84
Two factors (combining affective organizational commitment and OCBs)	1184.58	.63	.13	.16	.59	.58	.58
Two factors (combining psychological entitlement and affective organizational commitment)	913.96	.73	.11	.12	.70	.68	.68
Two factor (combining psychological entitlement and OCBs	1182.06	.63	.13	.16	.59	.58	.58
One factor (combining psychological entitlement, affective organizational commitment, and OCBs	1647.21	.45	.16	.19	.39	.41	.41

Note: OCBs, Organizational Citizenship Behaviors.

Table 3. Hierarchical multilevel modeling results of the cross-level moderation of team involvement climate in the relationship between psychological entitlement and organizational commitment.

	Affective Organizational Commitment
Variables	Model 1	Model 2	Model 3
Level 1
Intercept	3.25**	2.35**	2.29**
Managerial Position	.22*	.22*	.22**
Tenure	.02*	.02*	.02*
Gender	−.05	−.06	−.06
Age	.01	.01	.01
PE		.02	−1.88**
Level 2
Team Size	.03**	.03*	.03*
Employee Involvement Climate		.28	.30*
Cross-Level Moderation
PE x Team Employee Involvement Climate			.53**
−2Loglikelihood	402.26	395.79	391.33
Pseudo R^2	.07	.09	.10
ΔPseudo R^2		.02	.01

Notes: Individual N = 231; Team N = 41; PE = Psychological Entitlement.

* p < .05.

** p < .01.

Figure 2. Plot of interaction.

Note: EIC = Employee Involvement Climate.

Table 4. Cross-level moderated mediation analysis results.

	Conditional Indirect Effects
PE X EIC → AOC→ OCBs	Estimates	S.E.	95%CI
Lower condition of EIC (-2SD)	−.03^†	.02	[−.06, .01]
Lower condition of EIC (-1SD)	−.02	.01	[−.04, .01]
Higher condition of EIC (+1SD)	.01^†	.01	[.00, .03]
Higher condition of EIC (+2SD)	.03*	.01	[.00, .05]
Difference between − SD and + SD conditions	.03*	.01	[.00, .05]
Difference between −2SD and + 2SD conditions	.05*	.03	[.00, .10]

Notes. PE, Psychological Entitlement; AOC, Affective Organizational Commitment; EIC, Employee Involvement Climate; SD, Standard deviation; S.E., Standard error, CI, Confidence interval.

† p < .10.

* p < .05.

** p < .01.

Figure 3. Plot of conditional indirect effect.