Individual and group level antecedents in the development of idiosyncratic deals. A cross-level study

Abstract

A navegação consulta e descarregamento dos títulos inseridos nas Bibliotecas Digitais UC Digitalis, UC Pombalina e UC Impactum, pressupõem a aceitação plena e sem reservas dos Termos e Condições de Uso destas Bibliotecas Digitais, disponíveis em https://digitalis.uc.pt/pt-pt/termos. Conforme exposto nos referidos Termos e Condições de Uso, o descarregamento de títulos de acesso restrito requer uma licença válida de autorização devendo o utilizador aceder ao(s) documento(s) a partir de um endereço de IP da instituição detentora da supramencionada licença. Ao utilizador é apenas permitido o descarregamento para uso pessoal, pelo que o emprego do(s) título(s) descarregado(s) para outro fim, designadamente comercial, carece de autorização do respetivo autor ou editor da obra. Na medida em que todas as obras da UC Digitalis se encontram protegidas pelo Código do Direito de Autor e Direitos Conexos e demais legislação aplicável, toda a cópia, parcial ou total, deste documento, nos casos em que é legalmente admitida, deverá conter ou fazer-se acompanhar por este aviso. Individual and group level antecedents in the development of idiosyncratic deals: a cross-level study Autor(es): AbstractResearch on workers' proactive behaviors has increased in recent years, emphasizing the need for a more active workforce. In this context, research has been carried out on idiosyncratic deals (i-deals), that is, individualized work arrangements that employees negotiate with their employers about aspects that are mutually beneficial. Because this research topic focuses on individuals' actions, most of the studies analyzing its antecedents examine individual characteristics. However, group and organizational characteristics have been suggested to play a role. The aim of the present paper is to analyze the interplay between individual and group 1 Although the present research has greatly evolved from its inception, this research originated as part of the Master thesis presented by Arianna Knering in the context of the Master on Work, Organizational and Personnel Psychology (WOP-P).Thus, to some extent is one of the fruits of the WOP-P Master, in which prof. Adelino Duarte Gomes was involved as a founder. We would also like to thank prof. Carla Semedo from the Universidade da Coimbra/Evora for her comments and feedback during the development of the research. The Spanish Government with project PSI2015-64862-R (MINECO/ FEDER) supported this work. 2

How Do Teleworkers and Organizations Manage the COVID-19 Crisis in Brazil? The Role of Flexibility I-Deals and Work Recovery in Maintaining Sustainable Well-Being at Work

“…Flexibility I-deal. The HR flexibility i-deal was measured using a 4-item scale (HR i-deal [ 67 ], adapted to Brazil [ 68 ], e.g., “I try to negotiate my job conditions with the company”). The scale is a single factor (M = 3.39; SD = 1.21; Cronbach α = 0.79) rated from 1 (Never) to 5 (Always).…”

Individual antecedents of i-deals: the role of self-efficacy, networking abilities and perceived employability

“…Hornung et al, 2008Hornung et al, , 2009Tang and Hornung, 2015). Previous research has also examined the effects of other characteristics or skills of the employee, including emotional intelligence (Huang et al, 2009), psychological capital (Knering et al, 2019), self-efficacy (Caliskan and Torun, 2019) or social skills (Lee and Hui, 2011). However, the evidence in this research stream has been much more elusive, as the number of empirical studies examining the impact of individual-level factors on i-deal negotiation is still limited.…”

“…The organizational literature has suggested other personal characteristics or skills of the employee as potential antecedents of i-deals, which include, for instance, emotional intelligence (Huang and Niu, 2009), psychological capital (Knering et al, 2019) or selfefficacy (Caliskan and Torun, 2019). However, the empirical evidence here has been much more incipient and elusive, which explains the recurring call among organizational scholars for new research that examines the impact of employees' personal characteristics or skills on i-deal negotiation, as well as the mechanisms through which those individual-level factors interact to explain how employees bargain idiosyncratic employment terms for themselves (Liao et al, 2016;Shaughnessy, 2012).…”