Psychological Entitlement: Interpersonal Consequences and Validation of a Self-Report Measure

By W. Keith Campbell, Angelica M. Bonacci, Jeremy Shelton, Julie J. Exline, Brad J. Bushman. Journal of Personality Assessment, 2004

1,198 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e29619757b176663bdaa648d5304464d91c38cc0

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Wilhelm Hofmann
2. Roy F. Baumeister
3. Kathleen D. Vohs
4. J. Foster
5. W. Keith Campbell
6. Stéphane Côté
7. F. Oswald
8. Adam Goodie

In Clinical Psychology

1. W. Keith Campbell
2. M. Back
3. G. Ouimet
4. J. Foster
5. M. B. Donnellan
6. Aaron L. Pincus
7. Z. Krizan
8. Richard W. Robins

In Sociology and Political Science

1. Stéphane Côté
2. Roy F. Baumeister
3. Kathleen D. Vohs
4. J. Foster
5. W. Keith Campbell
6. Dacher Keltner
7. G. Ouimet
8. Chris G. Sibley

Citations in the corpus

• Auditor Perceptions of Client Narcissism as a Fraud Attitude Risk Factor (2013, positive): “In a series of experiments across multiple settings, Campbell et al. (2004a) found significant associations between entitlement and a variety of self-serving behaviors.”
• Investigating When and Why Psychological Entitlement Predicts Unethical Pro-organizational Behavior (2019, background): “PE has theoretical links with status striving, as entitlement leads individuals to seek to maintain an enhanced status vis-à-vis others (e.g., Campbell et al. 2004) as discussed in Study 1.”
• Frustration-based outcomes of entitlement and the influence of supervisor communication (2010, background): “This is owing to the inflated sense of self-worth and selfserving perceptual biases associated with psychological entitlement (Campbell et al., 2004; Harvey and Martinko, 2009), which might cause employees to feel that they are under-rewarded compared with peers who perform at a similar or higher le”