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This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusion. We tested this hypothesis with a 2-phase experiment (N = 892) using materials drawn from real online job postings. In the first phase of the experiment, participants believed themselves to be more deserving of hiring and deserving of higher pay after reading postings composed of vaguer types of qualifications. In the second phase, yoked observers believed that participants were less entitled overall, but did not selectively discount endorsement of vaguer qualifications, suggesting they were unaware of this effect. A follow-up preregistered experiment (N = 905) using postings with mixed qualification types replicated the effect of including more vague qualifications on participants' entitlement beliefs. Entitlement beliefs are widely seen as problematic for recruitment and retention, and these results suggest that reducing the inclusion of vague qualifications in job postings would dampen the emergence of these beliefs in applicants, albeit at the cost of decreasing application rates and lowering applicants' confidence. (PsycINFO Database Record, ((c) 2018 APA, all rights reserved).)

Self-regulation by mentally contrasting a positive future with negative reality leads people to differentiate in their goal commitments: They commit to goals when expectations of success are high and let go when expectations of success are low. On the contrary, when indulging in the positive future or dwelling on negative reality, people fail to consider expectations of success and do not form selective goal commitments (Oettingen, Pak, & Schnetter, 2001). Whereas prior research has examined the effects of experimentally induced mental contrasting, we address sad mood as a contextual influence promoting self-initiated mental contrasting. Across various mood inductions, sad moods--which are associated with problem solving strategies--facilitated self-initiated mental contrasting more than neutral moods (Studies 1, 5) or happy moods (Studies 2, 3, 4, 6). Importantly, mood did not affect the relation between mental contrasting and selective formation of goal commitment (Studies 5, 6). The results suggest that sad moods aid in self-regulation by making people self-initiate goal commitments that are sensitive to their expectations of success.