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
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Making Things Happen: A Model of Proactive Motivation:
TL;DR: In this paper, the authors identify a range of proactive goals that individuals can pursue in organizations, which vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one's work environment, improving the organization's internal functioning, or enhancing the organisation's strategic fit with its environment) and whether the self or situation is being changed.
Journal ArticleDOI
7 Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives
Adam M. Grant,Sharon K. Parker +1 more
TL;DR: In this paper, the authors trace the highlights of two emerging viewpoints on work design: relational perspectives and proactive perspectives, focusing on how jobs, roles, and tasks are more socially embedded than ever before, based on increases in interdependence and interactions with coworkers and service recipients.
Journal ArticleDOI
Rethinking Sustained Competitive Advantage from Human Capital
TL;DR: In this paper, the authors identify three boundary conditions that limit the applicability of this logic and then offer a more comprehensive framework of human capital-based advantage that explores both demand-and supply-side mobility constraints.
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When Callings Are Calling: Crafting Work and Leisure in Pursuit of Unanswered Occupational Callings
TL;DR: It is proposed that individuals pursue these unanswered callings by employing five different techniques to craft their jobs and their leisure time and experience these techniques as facilitating the kinds of pleasant psychological states of enjoyment and meaning that they associate with pursuing their unansweredcallings.
Journal ArticleDOI
The Relationship Between Perceptions of Organizational Politics and Employee Attitudes, Strain, and Behavior: A Meta-Analytic Examination
TL;DR: The authors tested a model that links perceptions of organizational politics to job performance and "turnover intentions" (intentions to quit) and Meta-analytic evidence supported significant, b...
References
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Psychology Applied to Work: An Introduction to Industrial and Organizational Psychology.
TL;DR: The Oxford Handbook of Organizational PsychologyHuman Factors PsychologyPsychology Applied to Work issues, theory, and research in Industrial/Organizational PsychologyApplied positive psychologyPsychology applied to workBoxing Pinback ButtonsIndustrial/organizational PsychologyPsychological Applications to WorkApplied Psychology in Talent ManagementAn Introduction to Consulting PsychologyPsychologists at WorkWork and Organizational psychologyOxford Handbook of Positive Psychology and WorkPsychology App Applied to Modern LifePsychology and Social Work*Fc Ed Psychology Applied to work as mentioned in this paper
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"Secret tests": Social strategies for acquiring information about the state of the relationship.
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Organizational understructure and leadership: A longitudinal investigation of the managerial role-making process
TL;DR: In this paper, a longitudinal investigation of the processes by which a formal organization is almost entirely transfused with new reporting relationships reveal the operation of organizational understructures, which appear to differentiate not only the lowly organizational unit but also hierarchical hierarchies of vertical relationships.
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A Theoretical Exploration of the Adoption and Design of Flexible Benefit Plans: A Case of Human Resource Innovation
TL;DR: In this article, the adoption and design of flexible benefit plans through four theoretic lenses: institutional, resource dependence, agency, and transaction cost, and they integrate the relevant insights gained from these theories into a more complete model and derive propositions for future research.
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