Idiosyncratic Deals and Followship Behavior: A Cultural Self-representation Perspective

Abstract

Abstract: In recent years, considerable researches have been undertaken to examine the importance of idiosyncratic deals, which are regarded as a new method of human resource management in the workplace. However, scholars have mainly focused on the influences of idiosyncratic deals on talents’ performance promotion and ignored the effects of idiosyncratic deals on talents’ stability. Drawing on cultural self-representation theory, we develop a moderated-mediation model to associate idiosyncratic deals and followship behavior. Through a multi-phase questionnaire survey, we test our theoretical model on 331 employees of 6 local enterprises in Shanghai. Results show that idiosyncratic deals are positively related to followship behavior and that perceived insider status mediates the effect of idiosyncratic deals on followship behavior. Furthermore, we find that traditionality and modernity moderate the effect of idiosyncratic deals on perceived insider status as well as the indirect effect of idiosyncratic deals on followship behavior via perceived insider status.

Key words: idiosyncratic deals, perceived insider status, followship behavior, traditionality, modernity

Fan Zili, Cheng Ken, Ma Jun. Idiosyncratic Deals and Followship Behavior: A Cultural Self-representation Perspective[J]. Management Review, 2023, 35(10): 218-227.

References

[1] Broschak J. P., Davis-Blake A. Mixing Standard Work and Nonstandard Deals:The Consequences of Heterogeneity in Employment Arrangements[J]. Academy of Management Journal, 2006,49(2):371-393
[2] 王林琳,龙立荣,张勇.新员工个别协议对同事职场排斥和自我完善的影响:妒忌与整体公正感的作用[J].管理评论, 2021,33(8):234-244
[3] Rousseau D. M. I-Deals:Idiosyncratic Deals Employees Bargain for Themselves[J]. Personnel Psychology, 2006,59(3):759-761
[4] Vidyarthi P. R., Singh S., Erdogan B., et al. Individual Deals within Teams:Investigating the Role of Relative I-Deals for Employee Performance[J]. Journal of Applied Psychology, 2016,101(11):1536-1549
[5] Hornung S., Rousseau D. M., Glaser J., et al. Beyond Top-down and Bottom-up Work Redesign:Customizing Job Content through Idiosyncratic Deals[J]. Journal of Organizational Behavior, 2010,31(2):187-215
[6] Huo W., Luo J. L., Tam K. L. Idiosyncratic Deals and Good Citizens in China:The Role of Traditionality for Recipients and Their Coworkers[J]. The International Journal of Human Resource Management, 2014,25(22):3157-3177
[7] 罗萍,施俊琦,朱燕妮,等.个性化工作协议对员工主动性职业行为和创造力的影响[J].心理学报, 2020,52(1):1-12
[8] Wang S., Liu Y., Shalley C. E. Idiosyncratic Deals and Employee Creativity:The Mediating Role of Creative Self-Efficacy[J]. Human Resource Management, 2018,57(6):1443-1453
[9] Liao C., Wayne S. J., Rousseau D. M. Idiosyncratic Deals in Contemporary Organizations:A Qualitative and Meta-Analytical Review[J]. Journal of Organizational Behavior, 2016,37(1):9-29
[10] 周文杰,宋继文,李浩澜.中国情境下追随力的内涵、结构与测量[J].管理学报, 2015,12(3):355-363
[11] 赵慧军,席燕平.员工追随行为结构验证及其对工作绩效的影响[J].中国人力资源开发, 2015,12(15):40-46
[12] Zhang X., Deng H., Xia Y., et al. Employability Paradox:The Effect of Development Idiosyncratic Deals on Recipient Employees'Turnover Intention[J]. Frontiers in Psychology, 2021,12:696309
[13] Ng T. W. H., Feldman D. C. Idiosyncratic Deals and Organizational Commitment[J]. Journal of Vocational Behavior, 2010,76(3):419-427
[14] 郑雅琴,贾良定,尤树洋,等.中国管理与组织的情境化研究——基于10篇高度中国情境化研究论文的分析[J].管理学报, 2013,10(11):1561-1566
[15] Erez M., Earley P. C. Culture, Self-Identity, and Work[M]. New York:Oxford University Press, 1993
[16] Mandel B. R., Lambert P. D. International Arts/Cultural Management:Global Perspectives on Strategies, Competencies, and Education[J]. The Journal of Arts Management, Law, and Society, 2020,56(3):311-335
[17] 储小平.中国"家文化"泛化的机制与文化资本[J].学术研究, 2003,21(11):15-19
[18] Masterson S. S., Stamper C. L. Perceived Organizational Membership:An Aggregate Framework Representing the Employee-Organization Relationship[J]. Journal of Organizational Behavior, 2003,24(8):473-490
[19] Juma N., Lee J. Y. The Moderating Effects of Traditionality-Modernity on the Effects of Internal Labor Market Beliefs on Employee Affective Commitment and Their Turnover Intention[J]. The International Journal of Human Resource Management, 2012,23(11):2315-2332
[20] Heras M. L., Heijden B. V., Jong J. D., et al. "Handle with Care":The Mediating Role of Schedule I-Deals in the Relationship between Supervisors'Own Caregiving Responsibilities and Employee Outcomes[J]. Human Resource Management Journal, 2017,27(3):335-349
[21] Hornung S., Rousseau D. M., Glaser J. Creating Flexible Work Arrangements through Idiosyncratic Deals[J]. Journal of Applied Psychology, 2008,93(3):655-664
[22] Anand S., Vidyarthi P. R., Liden R. C., et al. Good Citizens in Poor-Quality Relationships:Idiosyncratic Deals as a Substitute for Relationship Quality[J]. Academy of Management Journal, 2010,53(5):970-988
[23] Liu J., Lee C., Hui C., et al. Idiosyncratic Deals and Employee Outcomes:The Mediating Roles of Social Exchange and Self-Enhancement and the Moderating Role of Individualism[J]. Journal of Applied Psychology, 2013,98(5):832-840
[24] Wang P., Wang S., Yao X., et al. Idiosyncratic Deals and Work-to-Family Conflict and Enrichment:The Mediating Roles of Fit Perceptions and Efficacy Beliefs[J]. Human Resource Management Journal, 2019,29(4):600-619
[25] Thakur M. Developmental Idiosyncratic I-Deals and Its Influence on Promotability Decisions:The Joint Roles of Proactive Personality and Developmental Challenge[J]. The International Journal of Human Resource Management, 2020,17(2):256-269
[26] Liao C., Wayne S. J., Liden R. C., et al. Idiosyncratic Deals and Individual Effectiveness:The Moderating Role of Leader-Member Exchange Differentiation[J]. The Leadership Quarterly, 2016,28(3):438-450
[27] Ng T., Feldman D. C. Idiosyncratic Deals and Voice Behavior[J]. Journal of Management, 2015,41(3):893-928
[28] Guerrero S., Challiol J., Hélène. Idiosyncratic Deals and Helping Behavior:The Moderating Role of I-Deal Opportunity for Co-Workers[J]. Journal of Business and Psychology, 2016,31(3):433-443
[29] 马君,樊子立,闫嘉妮.个性化工作协议如何影响创造力?——基于自我归类理论的被调节中介模型[J].商业经济与管理, 2020,26(5):22-33
[30] 孔茗,钱小军.被领导者"看好"的员工其行为也一定好吗?——内隐追随对员工行为的影响[J].心理学报, 2015,47(9):1162-1171
[31] Ng T., Lucianetti L. Goal Striving, Idiosyncratic Deals, and Job Behavior[J]. Journal of Organizational Behavior, 2016,37(1):156-169
[32] Marescaux E., Winne S. D., Sels L. Idiosyncratic Deals from a Distributive Justice Perspective:Examining Co-workers'Voice Behavior[J]. Journal of Business Ethics, 2017,154(1):1-19
[33] Wang P., Wang S., Yao X., et al. Idiosyncratic Deals and Work-to-Family Conflict and Enrichment:The Mediating Roles of Fit Perceptions and Efficacy Beliefs[J]. Human Resource Management Journal, 2019,45(3):159-172
[34] 樊子立,王林琳,马君.自我归类视角下个性化契约对创造力的影响——基于"自我提升"和"减少不确定性"两大动机研究[J].企业经济, 2021,40(12):103-110
[35] Stamper C. L., Masterson S. S. Insider or Outsider?How Employee Perceptions of Insider Status Affect Their Work Behavior[J]. Journal of Organizational Behavior, 2002,23(8):875-894
[36] 赵红丹,汤先萍.内部人身份认知研究述评[J].外国经济与管理, 2015,37(4):56-65
[37] 王国猛,刘迎春.个性化契约对核心员工建设性偏差行为的影响机制研究[J].管理学报, 2020,17(5):680-687
[38] 王国猛,张梦思,赵曙明,等.个性化契约与核心员工亲组织不道德行为:社会认知理论的视角[J].管理工程学报, 2020,10(9):1-8
[39] Coyle-Shapiro A. M., Shore L. M. The Employee-Organization Relationship:Where do We Go from Here?[J]. Human Resource Management Review, 2007,17(2):166-179
[40] Wang J., Kim T. Y. Proactive Socialization Behavior in China:The Mediating Role of Perceived Insider Status and the Moderating Role of Supervisors'Traditionality[J]. Journal of Organizational Behavior, 2013,34(3):389-406
[41] 汪林,储小平,倪婧.领导——部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究[J].管理世界, 2009,5(1):97-107
[42] 施丹,陶祎祎,张军伟,等.领导-成员交换关系对产业工人敬业度的影响研究[J].管理学报, 2019,16(5):694-703
[43] Farh J. L., Earley P. C., Lin S. C. Impetus for Action:A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society[J]. Administrative Science Quarterly, 1997,42(3):421-444
[44] Liu J., Kwan H. K., Fu P. P., et al. Ethical Leadership and Job Performance in China:The Roles of Workplace Friendships and Traditionality[J]. Journal of Occupational and Organizational Psychology, 2013,86(4):564-584
[45] Lin W., Chu X., Jing N. Leader-Member Exchange and Organizational Citizenship Behavior:A New Perspective from Perceived Insider Status and Chinese Traditionality[J]. Frontiers of Business Research in China, 2010,4(1):148-169
[46] Farh J. L., Hackett R. D., Liang J. Individual-Level Cultural Values as Moderators of Perceived Organizational Support-Employee Outcome Relationships in China:Comparing the Effects of Power Distance and Traditionality[J]. Academy of Management Journal, 2007,24(4):221-237
[47] 程垦,林英晖,夏青,等.上下级关系如何影响亲上级非伦理行为?——基于中国文化情境的研究[J].外国经济与管理, 2021,43(4):34-49
[48] Leong F. T. L., Chang W. C. Guest Editors'Introduction:Traditionality or Modernity as a Psychological Construct:Current Research and Future Directions[J]. Asian Journal of Social Psychology, 2003,6(1):1-4
[49] 张征,闫春.团队学习氛围对员工积极情绪和创新绩效的跨层次影响:集体主义导向的调节作用[J].预测, 2020,39(2):27-33
[50] Podsakoff P. M., Mackenzie S. B., Lee J. Y., et al. Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology, 2003,88(5):879-903
[51] Dulac T., Coyle-Shapiro J. A. M., Henderson D. J., et al. Not All Responses to Breach Are the Same:The Interconnection of Social Exchange and Psychological Contract Processes in Organizations[J]. Academy of Management Journal, 2008,51(6):1079-1098
[52] 谢宝国,龙立荣.职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响[J].心理学报, 2008,40(8):927-938
[53] Baron R. M., Kenny D. A. The Moderator-Mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Consideration[J]. Journal of Personality and Social Psychology, 1986,51(8):1173-1182
[54] 吕霄,樊耘,马贵梅,等.内在职业目标与个性化交易及对员工创新行为的影响机制——基于社会认知理论的研究[J].管理评论, 2020,32(3):203-214
[55] 吕霄,樊耘,张婕,等.前摄型人格对角色内绩效的影响:个性化交易和员工创新行为的作用[J].科学学与科学技术管理, 2016,37(8):170-180
[56] 黄昱方,陈欣.个性化协议如何激活研发人员创新绩效?——被调节的中介效应[J].软科学, 2021,11(23):1-12
[57] 王小健,唐方成,田予涵.个别协议对员工创新绩效的影响:面向通信企业的实证研究[J].管理评论, 2020,32(9):220-228
[58] 魏秋江,段锦云,范庭卫.研究员工和组织关系的新视角:个别协议[J].心理科学进展, 2010,18(10):1601-1605
[59] 杨柳,贾自欣.个性化契约研究述评与展望[J].外国经济与管理, 2010,32(8):58-65
[60] 王林琳,张凤羽,涂艳,等.个别协议对旁观者的双刃剑效应[J].中国人力资源开发, 2021,38(9):63-75