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
The role of affective commitment and future work self salience in the abusive supervision–job performance relationship
TL;DR: In this article, the authors focused on the role of affective commitment and future work self salience (FWSS) in the relationship between abusive supervision and job performance and found that employees' FWSS, which represents the ease of construction and clarity of an individual's hoped-for work-based identity, would amplify the indirect effect of abusive supervision on job performance via affective commitments.
Journal ArticleDOI
Job crafting and I-deals: a study testing the nomological network of proactive behaviors
TL;DR: This paper investigated the predictive powers of I-deals and job crafting on key employee outcomes (in-role work performance, citizenship behaviors directed at organization and co-workers, affective commitment and intentions to stay).
Journal ArticleDOI
Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups
TL;DR: In this article, the authors model idiosyncratic deals (i-deals; individualized work arrangements) as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups and argue that employee evaluations of i-deals received from the grantor enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes.
Journal ArticleDOI
Psychological Contracts in a Nontraditional Industry Exploring the Implications for Psychological Contract Development
TL;DR: This article examined the employment contracts and experiences of information technology contractors working on H-1B visas for bodyshopping firms in the United States, and found evidence of underdeveloped contracts, different PC content, missing PC elements, a high frequency of breach, PCs becoming more transactional over time, and the significant role of context in the PC development process.
Journal ArticleDOI
Idiosyncratic deals and high performers’ organizational commitment.
TL;DR: In this article, the authors argue that idiosyncratic deals (or i-deals), as objective conditions in employment arrangements that employees negotiate with their employer to meet particular individual needs, attenuate the indirect negative effect of a psychological contract breach on affective commitment via trust.
References
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Book ChapterDOI
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Daniel Kahneman,Amos Tversky +1 more
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Reconceptualizing Organizational Routines as a Source of Flexibility and Change
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