The present research investigates entitlement in the workplace through three related papers---a review and two empirical studies. In the first paper, I conduct a review of entitlement and offer an agenda for future research. I examine entitlement's various historical roots, definitions and conceptualizations, measures, theoretical frameworks, antecedents, consequences, and role as a moderator. I also outline avenues for future entitlement research and advocate for research that considers the effects of perceived coworker entitlement from a state perspective. Following the research agenda of paper one, I empirically delve into the negative effects of perceived coworker entitlement in the second two papers. Specifically, in the second paper I explore how the individual can mitigate the negative effects associated with perceived coworker entitlement and in the third paper I explore how the organization can mitigate the negative effects associated with perceived coworker entitlement. In the second paper, I utilize equity theory and referent cognitions theory to examine the relationships between perceived coworker entitlement and individual outcomes including in-role behavior, organizational citizenship behavior, pay satisfaction, and counterproductive work behavior via psychological distress. I further explore the moderating role of individual difference variables including core-self evaluations, positive and negative affect, and equity sensitivity in the relationship between perceived coworker entitlement and psychological distress. Using a sample of 200 working adults, I found that core self-evaluations and equity sensitivity significantly moderate the relationship between perceived coworker entitlement and psychological distress. However, I did not find any significant mediation or moderated mediation relationships. In the third paper, I utilize fairness theory as a theoretical framework to study the relationships among perceived coworker entitlement, job satisfaction, organizational citizenship behavior, and emotional exhaustion. I further explore the moderating role of Colquitt's (2001) four dimensions of organizational justice: distributive justice, procedural justice, interpersonal justice, and informational justice. Using the same sample of 200 working adults, I found that perceived coworker entitlement is negatively related to organizational citizenship behavior; distributive justice moderates the relationship between perceived coworker entitlement and emotional exhaustion; interpersonal justice moderates the relationship between perceived coworker entitlement and job satisfaction and emotional exhaustion; and informational justice moderates the relationship between perceived coworker entitlement and emotional exhaustion. Contributions to research, practical implications, strengths and limitations, and directions for future research are discussed.