Please use this identifier to cite or link to this item: https://doi.org/10.1037/a0013506
Title: Idiosyncratic Deals: Coworkers as Interested Third Parties
Authors: Lai, L.
Rousseau, D.M.
Chang, K.T.T. 
Keywords: coworker
employment arrangements
idiosyncratic deals
negotiation
organizational justice
Issue Date: 2009
Source: Lai, L., Rousseau, D.M., Chang, K.T.T. (2009). Idiosyncratic Deals: Coworkers as Interested Third Parties. Journal of Applied Psychology 94 (2) : 547-556. ScholarBank@NUS Repository. https://doi.org/10.1037/a0013506
Abstract: Idiosyncratic deals (i-deals for short) are personalized employment arrangements negotiated between individual workers and employers and intended to benefit them both (D. M. Rousseau, 2005). Coworkers' acceptance of another's i-deal can ultimately impact its overall effectiveness for the organization. By using a network approach to the study of work group dynamics, this research addresses the contributions coworker relationships with both the i-dealer and their employer make to coworker's willingness to accept a peer's i-deal. In a study of 65 employees in 20 research and development groups, coworker acceptance of i-deals is greater for group members who are their close personal friends than for members who are not. The coworkers' social exchange relationship with their employers is positively related to acceptance, while economic exchange is negatively related. Coworkers' belief in the likelihood of obtaining comparable future opportunity is positively related to their acceptance of another's i-deal. Results suggest that the relationship of both economic and social exchange with acceptance is likely to be mediated by beliefs regarding comparable future opportunity. Implications for both research and practice are discussed. © 2009 American Psychological Association.
Source Title: Journal of Applied Psychology
URI: http://scholarbank.nus.edu.sg/handle/10635/42579
ISSN: 00219010
DOI: 10.1037/a0013506
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