The moderating role of career stage on employee entitlement and the mediating role of organizational justice on the relationship between employee entitlement and outcomes of work engagement and counterproductive work behaviours were examined with a sample of 624 Canadian government and North America employees. Contrary to expectations, career stage did not significantly impact levels of employee entitlement. Likewise, full scale organizational justice was not found to be a significant mediator; however, some of the subscales were. Distributive, procedural, and interpersonal justice demonstrated a significant mediation of the effect of employee entitlement on work engagement; procedural and interpersonal justice demonstrated a significant mediation of the effect of employee entitlement on counterproductive work behaviour. Findings suggest the importance of facets of organizational justice in mediating the effect of employee entitlement and career stage plays no significant role in the development of employee entitlement.