Perceptual Discrepancies of Entitlement to Life Management Support and Their Effects on Outcomes

We adapt Yammarino and Atwater’s (1993) model of self- perception accuracy to focus on the discrepancy between employee and management perceptions of entitlement and relate this discrepancy to organizational and individual outcomes. Further, we investigate whether actual life management HRM practices mediate the relationships between perceptual discrepancies and outcomes. We use data from 20 European countries and apply a multilevel statistical methodology. We found that regardless of context, the higher the levels of discrepancy in the perceptions between management and employees on entitlement, the lower the positive organizational and individual outcomes. Furthermore, these relationships are not influenced by actual HRM practices.