TY - JOUR
T1 - Idiosyncratic deals in less competitive labor markets
T2 - testing career i-deals in the Greek context of high uncertainties
AU - Katou, Anastasia A.
AU - Budhwar, Pawan S.
AU - Patel, Charmi
PY - 2021
Y1 - 2021
N2 - 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.
AB - 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.
KW - Greece
KW - Idiosyncratic deals
KW - career i-deals
KW - employee outcomes
KW - ex-ante and ex-post negotiations
KW - high uncertainties
KW - psychological contracts
UR - https://www.tandfonline.com/doi/abs/10.1080/09585192.2020.1759672
UR - http://www.scopus.com/inward/record.url?scp=85084311712&partnerID=8YFLogxK
U2 - 10.1080/09585192.2020.1759672
DO - 10.1080/09585192.2020.1759672
M3 - Article
SN - 0958-5192
VL - 32
SP - 3748
EP - 3775
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
IS - 17
ER -