Interdependence as an I(-)Deal: Enhancing Job Autonomy and Distributive Justice via Individual Negotiation

被引：23
|
作者：
Hornung, Severin [1 ]
Glaser, Juergen [2 ]
Rouseau, Denise M. [3 ,4 ]
机构：
[1] Hong Kong Polytech Univ, Dept Managerr & Mkt, Kowloon, Hong Kong, Peoples R China
[2] Univ Munich, Inst & Outpatient Cl Occupat Social & Environm Me, D-80336 Munich, Germany
[3] Carnegie Mellon Univ, Heinz Sch Publ Policy, Pittsburgh, PA 15213 USA
[4] Carnegie Mellon Univ, Tepper Sch Business, Pittsburgh, PA 15213 USA
来源：
ZEITSCHRIFT FUR PERSONALFORSCHUNG | 2010年 / 24卷 / 02期
关键词：
idiosyncratic deals; individual bargaining; job autonomy; distributive justice; job satisfaction; cross-lagged panel analysis; I-DEALS; WORK; SATISFACTION; MODEL; BEHAVIOR; ORGANIZATIONS; PROACTIVITY; PERSONALITY; PERFORMANCE; EMPLOYEES;
D O I：
10.1688/1862-0000_ZfP_2010_02_Horn
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
Drawing on the concept of idiosyncratic deals (i-deals), the study tests assumption regarding interdependencies between individuals and organizations in determined work and employment conditions. I-deals are personalized arrangements individual employees negotiate with their employer. We suggest that workers use i-deals to regard their jobs more intrinsically and extrinsically rewarding. Ex post negotiation is assumed to have positive effects on autonomy and distributive justice, which should mediate a positive relationship between i-deals and job satisfaction. Cross-sectional = 373) and longitudinal (N = 74) survey data support the hypothesized relationship. The potential of i-deals as a means for individualizing organizations and further search needs are discussed.
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页码：108 / 129
页数：22
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