Article citationsMore>>

Greenberg, J., Roberge, M.E., Ho, V.T., et al. (2005) Fairness in Idiosyncratic Work Arrangements: Justice as an I-Deal. In: Martocchio, J.J., Ed., Research in Personnel and Human Resources Management, Elsevier, Amsterdam, Vol. 23, 1-34.
https://doi.org/10.1016/S0742-7301(04)23001-8

has been cited by the following article:

• TITLE: The Effect of Colleagues’ I-Deals on Performance: Based on the Social Learning Theory

  AUTHORS: Zheng Ren

  KEYWORDS: Idiosyncratic Deals, Work Self-Efficacy, Proactive Personality, Performance

  JOURNAL NAME: Open Journal of Social Sciences, Vol.7 No.12, December 26, 2019

  ABSTRACT: As a new method and proposition of core talent management in human resource management, idiosyncratic deals have attracted the attention of scholars. However, there are different views on the influence of idiosyncratic deals in academic circles. Based on the social learning theory, this paper takes self-efficacy and proactive personality into the analysis framework to explore how the idiosyncratic deals of colleagues affect performance by affecting the self-efficacy at work. Our research samples are from employees in south China. Employees independently filled out information such as idiosyncratic deals of colleagues, work self-efficacy, work performance, proactive personality and demographic information. We received 256 valid questionnaires. Through analyzing the questionnaire survey, We reached the following conclusions: 1) colleagues’ idiosyncratic deals positively influences work self-efficacy; 2) Work self-efficacy plays a complete intermediary role between colleagues’ idiosyncratic deals and work performance. 3) Proactive personality plays a moderator role between colleagues’ idiosyncratic deals and Work self-efficacy.