Strain Reactions to Perceived Entitlement Behavior by Others as a Contextual Stressor: Moderating Role of Political Skill in Three Samples Wayne A. Hochwarter Florida State University James K. Summers Bradley University Katina W. Thompson, Pamela L. Perrewe ´, and Gerald R. Ferris Florida State University Observing others entitlement behavior can create a stressful work context fraught with accompanying strain consequences. The present investigation examined the interactive effects of perceived entitle- ment behavior by others and political skill on job tension in three samples (N = 440, 167, and 140, respectively) designed to establish a consistent pattern of results. Specifically, perceived entitlement behavior by others was hypothesized to predict heightened levels of job tension in the absence of political skill. Conversely, for those with high levels of political skill, perceived entitlement behavior by others was predicted to demonstrate little relationship with job tension. Across samples, hypoth- esized relationships received support, as political skill was found to be a significant moderator of the perceived entitlement behavior by others—job tension relationship. Scholarly and practical implica- tions, strengths and limitations, and future research directions are discussed. Keywords: entitlement, political skill, stress, strain, self-serving behavior Supplemental materials: http://dx.doi.org/10.1037/a0020523.supp Organizations function as dynamic social market- places where individuals and groups interact to ex- change outcomes, presumably to contribute to the attainment of relevant personal and company goals (Cropanzano, Howes, Grandey, & Toth, 1997). These settings are subject to rules, both organization- ally mandated and informal, that guide behavior. When self-serving behavior triggers rule violations, direct targets as well as affected bystanders experi- ence strain, as aspirations go unfulfilled, and well- being is jeopardized (Johns, 1999). One subset of self-serving conduct, entitlement behavior, represents “a stable and pervasive sense that one deserves more and is entitled to more than others” (Campbell, Bonacci, Shelton, Exline, & Bushman, 2004, p. 31). Individuals with an entitle- ment orientation possess a grandiose self-view, are preoccupied with self-enhancement behavior, and ex- press little concern for the feelings of others (Ziegler- Hill, 2006). It is the perception of this unyielding use of selfish, and often hostile, conduct that promotes negative reactions from witnesses of such behavior (Moeller, Crocker, & Bushman, 2009). Specifically, research has reported that those per- ceived to be acting demonstrably entitled are intol- erable coworkers due to the heightened level of ac- rimony created by their behavior (Harvey & Martinko, 2009). As such, the perceived demonstra- tion of entitlement behavior by others frames an anxiety-laden context capable of generating consid- erable strain. Recently, Fisk (2010, p. 102) captured the criticality of entitlement behavior in stating: “Ex- cessive entitlement is a pervasive and pernicious so- cial issue, one that has considerable significance for human resource management.” John’s (2006) discussion of discrete work settings (i.e., specific situational variables that directly influ- ence behavior) supports the contextual framework incorporated in this research. Specifically, influence behavior occurring within the social environment, which represents an important dimension of discrete contexts, affects norms, communication, and persua- Wayne A. Hochwarter, Katina W. Thompson, Pamela L. Perrewe ´, and Gerald R. Ferris, Department of Manage- ment, Florida State University; and James K. Summers, Department of Business Management and Administration, Bradley University. Correspondence concerning this article should be addressed to should be directed to Wayne A. Hochwarter, Department of Management, The College of Business, Florida State Univer- sity, 821 Academic Way, P.O. Box 3061110, Tallahassee, FL 32306-1110. E-mail: whochwar@cob.fsu.edu Journal of Occupational Health Psychology 2010, Vol. 15, No. 4, 388 –398 © 2010 American Psychological Association 1076-8998/10/$12.00 DOI: 10.1037/a0020523 388 This document is copyrighted by the American Psychological Association or one of its allied publishers. This article is intended solely for the personal use of the individual user and is not to be disseminated broadly.