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The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees.

A matched supervisor–subordinate sample context drawn from a security organization in Chile (N = 3,624 subordinates matched with 107 supervisors) was used which is an unrepresented context in research on i-deals.

Results from multi-level analyses reveal that the interaction of performance motivation of subordinates and flexibility i-deals matters to performance motivation of subordinates. In turn, performance motivation reduces turnover intentions and work–family conflict of subordinates.

The findings from multi-level structural equation modelling supported our hypotheses and offered interesting implications for the i-deals literature and practitioners. Our findings highlight (1) the importance of being performance driven to obtain flexibility i-deals and (2) the enabling role of performance-oriented supervisors.

Flexibility i-deals act as mechanism that translate the impact of performance motivation on key work and non-work outcomes and can be considered as important HR tools for employees and managers.

This research highlights the importance of performance motivation to obtain i-deals and emphasises that the motivation of supervisors is key to enable these deals. Furthermore, the context of this research, which is a security organisation, is important as research to date has been conducted in Western and corporate settings.

The purpose of this paper is to review and analyse the literature on psychological contract (PC) phenomena to date as well as give future research directions in this research area.

The authors have conducted a bibliometric analysis of 33 years of research on PC. The bibliometric findings have identified various perspectives by drawing the landscape and developmental trajectory of PC research over time. A specific bibliographic analysis and visualization tool VOSviewer was employed to evaluate and process 1999 publications in the Scopus and Web of Science (WoS) database from 1989 to 2022, also author citation analysis, journal co-citation analysis, reference analysis and analysis of 100 milestone articles.

The authors detected and visualized the landscape of PC area and track how this landscape has developed. Secondly, the authors present the findings emerged from this study’s bibliometric review, with emphasize on future research directions and implications.

This paper presents bibliometric analysis of more than 1,000 research articles from main databases and review of 100 most prominent papers on PC research topic. This article offers academicians and researchers a more sophisticated understanding of the intellectual and conceptual framework of the research body. The authors are providing insights about its structural body of knowledge through an overview of the current state of scholarly development in the field of PC.

The purpose of this study was to examine how national context moderates the impact of family supportive supervisory behavior (FSSB) on employee’s job performance and turnover intentions. The authors consider direct and indirect (through work–family positive spillover) effects of FSSB. Our model is based on conservation of resources (COR) theory and boundary theory. The authors conceptualize national context as contributing resources to or threatening with loss of resources for individuals. To test the model, the authors use data from three Latin American countries – Brazil, Chile and Ecuador.

This is a cross-sectional study based on a survey of almost 988 individuals. The authors first test the direct and indirect effects (via bi-directional positive spillover) of FSBB on performance and turnover intentions without considering the moderating effects of national context (mediation analysis). Then, the authors test the effect of national context in our baseline model by conducting a moderation analysis of direct and indirect effects. The authors use seemingly unrelated regressions and account for control variables and country-level effects.

The results confirm that national context affects the relationships between FSSB and outcomes. As unemployment rises, the effect of FSSB on turnover intentions is stronger and the effect of FSSB on performance, via bi-directional work–family positive spillover, is stronger. When social expenditures increase, the relationship between FSSB and performance via work–family positive spillover becomes weaker. In addition, the authors find some unexpected results.

The authors advance the understanding of how national context affects the impact of FSSB on outcomes, specifically in Latin America. The authors conceptualize national context as providing or threatening individuals’ resources, using publicly available data on unemployment and social expenditures.

In today's turbulent business environment leaders must be able to adapt to rapidly changing circumstances. For this research the authors aim to focus on the issue of adaptability defined as the ability to work effectively within a variety of changing situations, and with various individuals or groups. They also aimed to examine how variables of career complexity affect development of adaptability.

The authors draw on a unique database containing the career histories of 52 senior executives in a major global corporation. They use the term career complexity to represent the degree of variety in these individuals' career experiences, and they test the degree to which career complexity contributes to the development of adaptability later in their careers.

Findings from this study shed light on the relationship between specific career experiences and executive adaptability. Executives who had the experience to serve in an executive assistant role developed higher levels of adaptability. For executives without the executive assistant opportunity, job rotations through different types of roles provided a boost to their adaptability. Three role type changes (e.g. line, staff, or matrix) is optimal; 100 months is an optimal time to spend in each role type.

While the field of leadership development has generated substantial insight into the competencies required by executives, there are few models and empirical studies that describe the process of how specific competencies are developed. The authors' study highlighted the utility of the career complexity construct for both prospective understanding of career actions and processes and retrospective understanding of paths, patterns, and outcomes. The authors demonstrated the predictive value of the career complexity construct by presenting results of the statistical analyses of the hypothesized relationships between career complexity and career outcomes.