Coworker responses to an employee’s inflated self-views and level of entitlement

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dc.contributor.advisorHarrison, David Andrewen
dc.contributor.advisorBurris, Ethan R.en
dc.contributor.committeeMemberDukerich, Janeten
dc.contributor.committeeMemberWhitson, Jenniferen
dc.contributor.committeeMemberSwann, Williamen
dc.creatorWehrung, Jeffrey Paulen
dc.date.accessioned2012-10-11T21:43:57Zen
dc.date.accessioned2017-05-11T22:28:30Z
dc.date.available2012-10-11T21:43:57Zen
dc.date.available2017-05-11T22:28:30Z
dc.date.issued2012-08en
dc.date.submittedAugust 2012en
dc.date.updated2012-10-11T21:44:08Zen
dc.descriptiontexten
dc.description.abstractConsiderable evidence suggests that holding overly positive views of one’s own abilities is not only normal but may also be beneficial. Unfortunately, research demonstrating the consequences of holding inflated self-views remains relatively sparse, and research examining the interpersonal consequences of inflated self-views has come up with mixed results. In this dissertation I examine the interpersonal consequences of an employee’s inflated self-views. I specifically look at how an employee’s self-views influence coworker perceptions of the employee, the decision to share information with the employee, and whether coworkers will choose to help the employee. I find that making a clear distinction between inflated self-views and entitlement can help illustrate why coworkers may respond positively or negatively to a specific employee.en
dc.description.departmentManagementen
dc.format.mimetypeapplication/pdfen
dc.identifier.slug2152/ETD-UT-2012-08-6077en
dc.identifier.urihttp://hdl.handle.net/2152/ETD-UT-2012-08-6077en
dc.language.isoengen
dc.subjectInflated self-viewsen
dc.subjectEntitlementen
dc.subjectHelpingen
dc.subjectInformation sharingen
dc.subjectEmployeesen
dc.subjectCoworkersen
dc.titleCoworker responses to an employee’s inflated self-views and level of entitlementen
dc.type.genrethesisen

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