I-Deals
Idiosyncratic Terms in Employment Relationships
Bibliographic Data
| ID | 23360798 |
|---|---|
| Authors | Denise M Rousseau (0000-0003-0712-7189, Carnegie Mellon University), Violet T Ho (Nanyang Technological University), Jerald Greenberg (The Ohio State University) |
| Year | 2006 |
| Volume | 31 |
| Issue | 4 |
| Pages | 977-994 |
| Publication date | 2006-10-01 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Academy of Management Review (JOURNAL) |
| Journal identifiers | ISSN: 0363-7425 • E-ISSN: 1930-3807 |
| Publisher | Academy of Management (PUBLISHER • US) |
| DOI | 10.5465/amr.2006.22527470 |
| OpenAlex | W2132052290 |
| Language | EN |
| Citations received | 70 |
| References cited | 40 |
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.
Business · Dysfunctional family · Economics · Employee morale · Human resource management · Management · Organizational Behavior · Political science · Positive economics · Public relations · Sociology · Work (physics) · Employment and Welfare Studies · Industrial relations · Job Satisfaction and Organizational Behavior · Labor Movements and Unions · Psychology · Social Psychology
Compensation, Benefits, and Total Rewards
Comparando os Impactos da Percepção do Chamado Ocupacional na Vida Pessoal, Profissional e na Saúde dos Funcionários Públicos
La gestión del contrato psicológico en una empresa multinacional de alimentos española
The double-edged sword effect of employee personal initiative behavior on coworker relationships
Gender differences in the initiation of negotiations
Sometimes pursuits don't pan out
Future work selves
Job crafting revisited
Work Design
When Callings Are Calling
Making Things Happen
Redesigning Work Design Theories
Entrepreneurship and well-being
Matching the Pieces
Successful Aging at Work
Forging a Single-Edged Sword
Employee-Oriented Leadership and Quality of Working Life
When Gender Matters in Organizational Negotiations
A New Deal for NPO Governance and Management
The effects of coworkers' development idiosyncratic deals on employees' cooperation intention
Unmasking i-deal practices in start-ups to attract, motivate and retain STEM employees
Caring for the future, living in the present
Development idiosyncratic deals and academic career success
I volunteer for qualification surplus
Do Good Have Good! The Role of Idiosyncratic Deals to Improve Extra‐Role Performance
How Ethical Leadership and Ethical Self-Leadership Enhance the Effects of Idiosyncratic Deals on Salesperson Work Engagement and Performance
Motivational Drivers of Extensive Work Effort
Coworker responses to job crafting
Going full circle
The relationship between idiosyncratic deals and employee workplace deviance
Seeking an “i-deal” balance
Technological support for lifelong learning
My job matters
Receiving developmental idiosyncratic deals over time
Career customization
Two faces of good deals
Individual and Organizational Effects on the Success of Hospitality I-Deal Negotiation in China
Idiosyncratic Deals to Employee Outcomes
Psychological Contract Development, Distributive Justice, and Performance of Independent Contractors
A Cross-Domain Exploration of Performance Benefits and Costs of Idiosyncratic Deals
Are individualistic employees tolerant of the benefit of others? A multilevel analysis of the relationship between witnessing coworkers i-deals and malicious envy
Investigating the effect of idiosyncratic deals in Asian countries
Reflecting on the past and looking to the future
When time is running out
Beyond top‐down and bottom‐up work redesign
To be or not to be consistent? The role of friendship and group‐targeted perspective in managers' allocation decisions
Age, work experience, and the psychological contract
How do flexibility i-deals relate to work performance? Exploring the roles of family performance and organizational context
An impression management perspective on job design
Goal striving, idiosyncratic deals, and job behavior
The impact of career customization on work outcomes
Idiosyncratic deals in contemporary organizations
Fostering expatriate affective commitment
Navigating the Balance
Family‐supportive supervisor behaviors
Workplace flexibility as a paradoxical phenomenon
Content to be sad’ or ‘runaway apprentice’? The psychological contract and career agency of young scientists in the entrepreneurial university
Understanding the antecedents, the outcomes and the mediating role of social capital
The transition to part-time
A trickle-down model of task and development i-deals
Understanding the negotiation and performance effects of idiosyncratic deals
No family left behind
Social comparisons and organizational support
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals
Put My Skills to Use? Understanding the Joint Effect of Job Security and Skill Utilization on Job Satisfaction Between Skilled Migrants and Australian Born Workers in Australia
Implementing organizational work-life interventions
Manager attitudes concerning flexible work arrangements
Assessments of fit and usability of work-life supports in the context of diversity and perceptions of fairness
Successes in Changing Flexible Work Arrangement Use
Membership Has its Privileges? Contracting and Access to Jobs That Accommodate Work-Life Needs
Psychological Contracts in Organizations
Finding Time
Leadership and Procedural Justice Climate as Antecedents of Unit‐level Organizational Citizenship Behavior
Institutional and Resource Dependence Determinants of Responsiveness to Work-Family Issues.
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
The Time Bind
Prospect Theory
Societal structures of the mind
The Time Bind
Part-Time Crime
Predicting with networks
The Winner-Take-All Society
Rational selective exploitation and distress
Organization and Management in the Embrace of Government
Conformity, status, and idiosyncrasy credit
Impact of employee mobility and employee performance on the allocation of rewards under conditions of constraint
Human Resource Management
Relational schemas and the processing of social information
Part-Time Crime
| Unique citing works | 70 |
|---|---|
| Citations per year | 4,12 |
| Citation span | 2009 - 2026 (18) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 62 |