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Article
Publication date: 20 August 2021

Ning Sun, Haiyan Song and Hui Li

This paper aims to investigate how different types of idiosyncratic deals (i-deals) in the hospitality industry enhance occupational well-being (OWB) through…

Abstract

Purpose

This paper aims to investigate how different types of idiosyncratic deals (i-deals) in the hospitality industry enhance occupational well-being (OWB) through organization-based self-esteem (OBSE).

Design/methodology/approach

In 2019, 679 questionnaires were distributed to middle- and high-level managerial staff who had worked in high-end hotels in China for at least 1 year, and 642 valid responses were collected. The survey data were analyzed using structural equation modeling. Follow-up interviews were conducted with 20 hotel managers to verify and lend additional support to the survey findings.

Findings

Both task i-deals and career and incentives i-deals positively affected OBSE and OWB, whereas flexibility i-deals negatively affected OBSE. OBSE positively affected OWB, thereby mediating the relationships between the three types of i-deals and OWB.

Originality/value

This study is groundbreaking in its exploration of how various i-deals contribute to OWB through OBSE among middle- and high-level managerial staff. The findings provide initial evidence of the links between i deals, OBSE and OWB and demonstrate how i-deals can address the practical problem of the shortage and loss of competent operational and administrative talent in the hospitality industry.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 10
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 10 June 2021

Yufang Huang and Yuting Hu

The purpose of this paper is to investigate the linkage between perceived overqualification and task i-deals via the mediating effect of prove goal orientation and the…

Abstract

Purpose

The purpose of this paper is to investigate the linkage between perceived overqualification and task i-deals via the mediating effect of prove goal orientation and the moderating effect of a climate for inclusion.

Design/methodology/approach

This study proposes and tests the mechanism of perceived overqualification in affecting task i-deals. Matched data were collected from a two-wave survey among 457 employees who work in two Chinese enterprises. The hypotheses were tested using hierarchical linear modeling and bootstrapping

Findings

The findings reveal that perceived overqualification has a significant positive impact on task i-deals. Prove goal orientation has a mediating role between perceived overqualification and task i-deals. Climate for inclusion moderates the relationship between prove goal orientation and task i-deals and the mediation effect of prove goal orientation, which has a moderated mediating effect.

Originality/value

This study reveals the influence mechanism of perceived overqualification on task i-deals from the perspective of self-verification, which not only enriches the results of being overqualified but also expands the antecedents of task i-deals. Moreover, the findings emphasize that contextual factors may strengthen the positive mediation effect of prove goal orientation.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

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Book part
Publication date: 30 June 2004

Jerald Greenberg, Marie-Élène Roberge, Violet T Ho and Denise M Rousseau

In response to demands and opportunities of the labor market, contemporary employers and employees voluntarily are entering into highly customized agreements regarding…

Abstract

In response to demands and opportunities of the labor market, contemporary employers and employees voluntarily are entering into highly customized agreements regarding nonstandard employment terms. We refer to such idiosyncratic deals as “i-deals,” acknowledging that these arrangements are intended to benefit all parties. Examples of i-deals include an employee with highly coveted skills who is compensated more generously than other employees doing comparable work, and an employee who is granted atypically flexible working hours to accommodate certain personal life demands. The nonstandard nature of i-deals is likely to prompt questions about the fairness of the arrangement among three principal stakeholders – employees who receive the i-deal, managers with whom the i-deal is negotiated, and the co-workers of these employees and managers. We analyze issues of fairness that arise in the relationships among all three pairings of these stakeholders through the lenses of four established forms of organizational justice – distributive justice, procedural justice, interpersonal justice, and informational justice. Our discussion sheds light on previously unexplored nuances of i-deals and identifies several neglected theoretical issues of organizational justice. In addition to highlighting these conceptual advances, we also discuss methods by which the fairness of i-deals can be promoted.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

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Article
Publication date: 22 February 2021

Yufang Huang and Xin Chen

As personalized work arrangements, idiosyncratic deals can activate employees’ energy and thus affect their innovative performance. The purpose of this study was to…

Abstract

Purpose

As personalized work arrangements, idiosyncratic deals can activate employees’ energy and thus affect their innovative performance. The purpose of this study was to examine whether employee vitality mediates the relationships between two different types of idiosyncratic deals and the innovative performance of employees and whether the mediating effects are moderated by employees’ age.

Design/methodology/approach

Matched data were collected from 620 employees and their direct supervisors who work in two large Chinese technology R&D organizations.

Findings

Results indicate that two different types of i-deals (task and work responsibilities i-deals and flexibility i-deals) are positively related to the innovative performance of employees and that vitality mediates those relationships. Further, chronological age enhances the positive relationship between task and work responsibilities i-deals and vitality, and it enhances the indirect effect that task and work responsibilities i-deals relate to the innovative performance of employees through vitality. However, the results of this study indicate that the moderating effect of chronological age on flexibility i-deals and vitality, as well as the moderated mediation effects of vitality on the relationship between flexibility i-deals and the innovative performance of employees, did not meet the standard for significance.

Originality/value

Based on the cognitive evaluation theory, this study explores more deeply the mechanism by which task and work responsibilities i-deals and flexibility i-deals activate employees’ energy and thus influence their innovative performance. In addition, this study comprehensively considers the moderating effect of chronological age, an important demographic variable, on the mechanism of idiosyncratic deals.

Details

Chinese Management Studies, vol. 15 no. 4
Type: Research Article
ISSN: 1750-614X

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Article
Publication date: 27 February 2020

Anastasia Katou, Pawan Budhwar and Mohinder D. Chand

This paper examines the relationship between timing of negotiations and idiosyncratic deals (i-deals) through the moderating effects of core self-evaluations (CSE), and…

Abstract

Purpose

This paper examines the relationship between timing of negotiations and idiosyncratic deals (i-deals) through the moderating effects of core self-evaluations (CSE), and between i-deals and employee reactions through the moderating effects of transformational leadership behaviour (TLB) in the Indian hospitality industry.

Design/methodology/approach

A total of 275 employees working in 39 companies responded to a self-administered questionnaire. To test the research hypotheses, the methodology of structural equation models was used.

Findings

The results show that the relationship between before hiring negotiations and i-deals is stronger for those individuals who had low self-worth, due to countervailing forces created by their belief that they may not be eligible for i-deals. In contrast, the relationship between after hiring negotiations and i-deals is stronger for those who had high self-worth, due to their belief that they were entitled to i-deals. Additionally, the research highlights that the relationship between i-deals and employee reactions is stronger for those organisations, which are high on TLB.

Research limitations/implications

The data does not allow for investigating dynamic causal inferences, because they were collected using a questionnaire at a single point in time, and they were reported in retrospect, raising measurement concerns about recall bias.

Practical implications

From a managerial point of view, the findings of this study inform that in negotiating both employment conditions and work arrangements, organisations should try to achieve i-deals that are primarily flexibility focused, and that in increasing efficiency organisations should make the employees feel well supported in order to develop more confidence in deploying skills and abilities to address a more open view of their i-deals.

Originality/value

The study contributes to our understanding about the Indian hospitality industry by utilising the self-enhancement theory in examining whether individual differences moderate the relationship between the timing of negotiations and i-deals, and also by utilizing the social exchange theory to examine whether TLB moderates the relationship between i-deals and employee reactions.

Details

Personnel Review, vol. 49 no. 7
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 8 February 2016

Sylvie Guerrero, Hélène Jeanblanc and Marisol Veilleux

The purpose of this paper is to rely on the sponsored-mobility perspective of career success (Turner, 1960) to explore the antecedents and consequences of development…

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Abstract

Purpose

The purpose of this paper is to rely on the sponsored-mobility perspective of career success (Turner, 1960) to explore the antecedents and consequences of development idiosyncratic deals (i-deals). The authors position career planning as an antecedent of development i-deals, and subjective and objective measures of career success as an outcome.

Design/methodology/approach

The authors led a two-wave study among a sample of 325 engineers to test the research hypotheses.

Findings

Results support the hypotheses. Development i-deals are positively related to three objective measures of career success (e.g. promotions, hierarchical level, and salary) and one subjective measure of career success (e.g. career satisfaction).

Practical implications

The results offer new perspectives to practitioners who want to better manage the careers of their talented employees by highlighting the positive effects of development i-deals on career success.

Originality/value

This paper relates i-deals to the field of careers.

Details

Career Development International, vol. 21 no. 1
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 7 November 2016

Tuan Trong Luu and Chris Rowley

Cultural intelligence is the capacity to decode and harmonize with another culture for cultural synergy effects. This paper aims to examine whether cultural intelligence…

Abstract

Purpose

Cultural intelligence is the capacity to decode and harmonize with another culture for cultural synergy effects. This paper aims to examine whether cultural intelligence can activate idiosyncratic deals (i-deals) through trust as a mediator and HR localization as a moderator.

Design/methodology/approach

Cross-sectional data from respondents from joint ventures or 100 per cent foreign-invested firms in Vietnam business setting, which were tested through the structural equation modeling, provide the evidence for the research model.

Findings

Research results confirmed the positive effect of cultural intelligence on identity-based trust and knowledge-based trust, which in turn influence i-deals. HR localization was also found to play a moderating role on the relationship between identity-based trust or knowledge-based trust and i-deals.

Originality/value

Cultural intelligence literature, from this study, is further deepened through its role as a trigger for the path from cultural intelligence to i-deals.

Details

International Journal of Organizational Analysis, vol. 24 no. 5
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 4 September 2017

Sylvie Guerrero and Hélène Challiol-Jeanblanc

The purpose of this paper is to conceptualize ex ante idiosyncratic deals (or i-deals) as a way to foster individual perceptions of a positive employer image by offering…

Abstract

Purpose

The purpose of this paper is to conceptualize ex ante idiosyncratic deals (or i-deals) as a way to foster individual perceptions of a positive employer image by offering customized additional instrumental benefits.

Design/methodology/approach

A survey is led among 182 engineers in demand on a local labor market to test whether ex ante i-deals combine to a more global and external perception of a good employer, measured by perceived external prestige (PEP), to explain turnover intentions.

Findings

The results validate all research hypotheses, and show that the moderating effect of ex ante i-deals in the PEP-turnover intention relationship is significant during the first years spent in the company.

Originality/value

This research contributes to the literature on employees’ attraction and retention by building bridges between the literatures on employer image and i-deals.

Details

Personnel Review, vol. 46 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 6 June 2019

Bramhani Rao and Sambashiva Rao Kunja

The purpose of this paper is to investigate the relationship between two sub-dimensions of a leader’s empathy (perspective-taking and empathic-concern) and successful…

Abstract

Purpose

The purpose of this paper is to investigate the relationship between two sub-dimensions of a leader’s empathy (perspective-taking and empathic-concern) and successful authorization of idiosyncratic deals (developmental, location flexibility and schedule flexibility i-deals).

Design/methodology/approach

Structural equation modeling was conducted on the cross-sectional data collected from 307 managers working in software development and support companies located in major cities in India.

Findings

While empathic-concern is positively related to successful authorization of both developmental and flexibility i-deals, perspective-taking related positively to authorization of developmental i-deals and showed no significant relationship with flexibility i-deals.

Research limitations/implications

The study reiterates the importance of empathy in modern workplaces and encourages managers to be conscious of their intelligence, as well as emotions, while participating in negotiations at the workplace.

Originality/value

The paper relates i-deals to sub-dimensions of empathy which is a previously unexplored antecedent to i-deals.

Details

Journal of Indian Business Research, vol. 11 no. 4
Type: Research Article
ISSN: 1755-4195

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Article
Publication date: 9 November 2015

Yipeng Tang and Severin Hornung

– The purpose of this paper is to develop and test a model of idiosyncratic deals (i-deals), embedded in the processes of work-family enrichment.

Abstract

Purpose

The purpose of this paper is to develop and test a model of idiosyncratic deals (i-deals), embedded in the processes of work-family enrichment.

Design/methodology/approach

Hierarchical linear regressions and indirect-effect analyses were used to analyze the data from 179 working parents surveyed in a Chinese city.

Findings

Successful i-deal negotiation was contingent on both personal initiative of the employee and a positive influx of support from the family to the work domain. Additionally, the results suggested that: development i-deals enriched the intra-work role experience by customizing intrinsic work features and thus enhancing intrinsic motivation. Flexibility i-deals enriched the work-to-family boundary experience through increased instrumentality of the work role, connected to the economic basis of employment.

Research limitations/implications

Providing new insights into the antecedents and consequences of i-deals, the study suggested a model through which employees can create balance and use synergies in their work-life quality. Based on single-source cross-sectional data, the results are preliminary.

Practical implications

Human resource management needs to consider the family lives of employees, especially in the Chinese culture. The authors further discussed applications of and limitations to the use of i-deals.

Social implications

The study provides a new approach to addressing the issue of balance between different social roles.

Originality/value

The study is the first to investigate i-deals in the context of work-family enrichment, explore the role experiences of i-deal recipients, and link i-deals to distinct motivational processes.

Details

Journal of Managerial Psychology, vol. 30 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

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