Journal ArticleDOI
I-Deals: Idiosyncratic Terms in Employment Relationships
TLDR
In this article, the authors distinguish functional i-deals from their dysfunctional counterparts and highlight evidence of i-deal in previous organizational research, and outline the implications of these arrangements for research and for managing contemporary employment relationships.Abstract:
Idiosyncratic employment arrangements (i-deals) stand to benefit the individual employee as well as his or her employer. However, unless certain conditions apply, coworkers may respond negatively to these arrangements. We distinguish functional i-deals from their dysfunctional counterparts and highlight evidence of i-deals in previous organizational research. We develop propositions specifying both how ideals are formed and how they impact workers and coworkers. Finally, we outline the implications i-deals have for research and for managing contemporary employment relationships.read more
Citations
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Journal ArticleDOI
Successful Aging at Work: The Active Role of Employees
TL;DR: In this paper, the authors viewed successful aging at work from a sustainability perspective, and argued that a continuous person-job fit between the changing person and changing work is required for employees to be able to maintain their health, motivation, and work ability, and thus age successfully at work.
Journal ArticleDOI
Strategic use of emotional intelligence in organizational settings: Exploring the dark side☆
TL;DR: In this paper, the authors suggest that high-EI people are likely to benefit from several strategic behaviors in organizations including: focusing emotion detection on important others, disguising and expressing emotions for personal gain, using misattribution to stir and shape emotions, and controlling the flow of emotion-laden communication.
Journal ArticleDOI
HR practices and affective organisational commitment: (when) does HR differentiation pay off?
TL;DR: In this article, the authors argue that differentiating HR practices across employees leads employees to compare their situation with colleagues to assess the favourability of HR practice outcomes (e.g. money).
Journal ArticleDOI
Can you get a better deal elsewhere? The effects of psychological contract replicability on organizational commitment over time
TL;DR: This article examined how perceptions of the external labor market, particularly about whether present psychological contracts could not be replicated elsewhere, influence employees' attachment to their current employers and found significant moderating effects of age, work experience, and career stage on these relationships.
Posted Content
Idiosyncratic Deals and Employee Outcomes: The Mediating Roles of Social Exchange and Self-Enhancement and the Moderating Role of Individualism
TL;DR: It is suggested that self-enhancement theory, in addition to social exchange, can be used to explain the effects of i-deals, as indicated by proactive behaviors and affective commitment.
References
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Book ChapterDOI
Prospect theory: an analysis of decision under risk
Daniel Kahneman,Amos Tversky +1 more
TL;DR: In this paper, the authors present a critique of expected utility theory as a descriptive model of decision making under risk, and develop an alternative model, called prospect theory, in which value is assigned to gains and losses rather than to final assets and in which probabilities are replaced by decision weights.
Journal ArticleDOI
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors:
TL;DR: In this paper, a factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of OCBs, and hierarchical regression analysis found two job cognitions variables (intrinsic and extrinsic) to be differentially related to the two types OCB.
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Getting a Job: A Study of Contacts and Careers
TL;DR: In this article, the Second Edition, the authors present a survey of job search and economic theory in the context of information flow and the problem of embeddedness in the job search process.
Journal ArticleDOI
Reconceptualizing Organizational Routines as a Source of Flexibility and Change
TL;DR: The authors argue that the relationship between ostensive and performative aspects of routines creates an on-going opportunity for variation, selection, and retention of new practices and patterns of action within routines and allows routines to generate a wide range of outcomes, from apparent stability to apparent stability.
Book
Markets and hierarchies, analysis and antitrust implications : a study in the economics of internal organization
TL;DR: In this paper, the authors consider the transaction to be the ultimate unit of microeconomic analysis, and define hierarchical transactions as ones for which a single administrative entity spans both sides of the transaction, some form of subordination prevails and, typically, consolidated ownership obtains.
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