Idiosyncratic deals in less competitive labor markets: testing career i-deals in the Greek context of high uncertainties

Anastasia A. Katou, Pawan S. Budhwar, Charmi Patel

Research output: Contribution to journalArticlepeer-review

Abstract

This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) between the timing of negotiation and career i-deals (idiosyncratic deals), moderated by feelings of self-worth; (2) between career i-deals and OCB, mediated by psychological contract fulfillment, and employee organizational commitment; and (3) between employer and employee psychological contract fulfillment, mediated by employee organizational commitment. To do so, it utilizes the social exchange theory, and a sample of 1768 employees working within 162 private organizations in the current context of high economic and financial uncertainties in Greece. Using a comprehensive framework tested by structural equation multilevel modeling, the study conclusions imply that in the less-competitive labor market of Greece, (a) core self-evaluation (CSE), which reflect individual differences, do not moderate the relationship between timing of negotiation and career i-deals, but independently predicts career i-deals; (b) career i-deals influence psychological contract expressed in promises fulfillment (PF); employee organizational commitment constitutes the binding epicenter of the relationships between employer and employees PF and between career i-deals and OCB. Based on these findings, the study has several theoretical and practical implications for high uncertainty contexts.
Original languageEnglish
Number of pages28
JournalInternational Journal of Human Resource Management
Early online date2 May 2020
DOIs
Publication statusE-pub ahead of print - 2 May 2020

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