The Relationship between Newcomers' I-deals and Coworkers' Ostracism and Self-improvement: The Mediating Role of Envy and the Moderating Role of Organizational Overall Justice

Abstract

Abstract: With the increasing talents competition in today's knowledge economy, idiosyncratic deals have received considerable attention as a mean of HRM practices. I-deals provide special employment arrangements which are tailored to demands of valued employees. A few of empirical studies have demonstrated that i-deals are positively related to the attitudes and behaviors of the recipients. Despite the increasing interests in i-deals, few studies to date have studied i-deals from the third part (i.e., coworkers) perspective. In this study, we propose a process model based on social comparison theory to explore how and when newcomers' i-deals affect coworkers' emotion and behaviors. Specifically, we first investigate the effects of newcomers' i-deals on coworkers' envy. Second, we examine the mediating roles of envy in the relationships between newcomers' i-deals and self-improvement and ostracism. Finally, we test the moderating effects of organizational overall justice on the mediation relationships between newcomers' i-deals and coworkers' output via envy.
Empirical data is collected from 204 employees in 25 different enterprises. The results show that the relationship between newcomers' i-deals and coworkers' envy is significant, and envy is positively related to coworkers' self-improvement and ostracism. The mediation analyses reveal that envy mediates the positive relationship between newcomers' i-deals and self-improvement and ostracism. Finally, the moderated mediation analyses show that organizational overall justice moderates the indirect relationship between newcomers' i-deals and self-improvement and ostracism, such that when organizational overall justice is high, the indirect effect of newcomers' i-deals on self-improvement via envy is more positive, whereas the indirect effect of newcomers' i-deals on ostracism via envy is less positive.
Our findings contribute to the i-deals literature in three ways. First, drawing from the third part perspective,we concern with the perception and reaction of coworkers to newcomers' i-deals. Second, we reveal the mechanism of why newcomers' i-deals facilitates differential reactions of coworkers by identifying envy as an important mediator in linking newcomers' i-deals with both self-improvement and ostracism. Finally, our study contributes to the i-deals literature by demonstrating organizational overall justice as a crucial boundary condition under which envy may or may not stimulate varying degrees of self-improvement and ostracism.

Key words: i-deals, envy, organizational overall justice, ostracism, self-improvement

Wang Linlin, Long Lirong, Zhang Yong. The Relationship between Newcomers' I-deals and Coworkers' Ostracism and Self-improvement: The Mediating Role of Envy and the Moderating Role of Organizational Overall Justice[J]. Management Review, 2021, 33(8): 234-244.

References

[1] 沙开庆,杨忠. 组织中的明星研究回顾与展望[J]. 外国经济与管理, 2016,38(7):86-112
[2] Rousseau D. M., Ho V. T., Greenberg J. I-deals:Idiosyncratic Terms in Employment Relationships[J]. Academy of Management Review, 2006,31(4):977-994
[3] Gajendran R. S., Harrison D. A., Delaney Klinger K. Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting's Effects on Performance via I-deals and Job Resources[J]. Personnel Psychology, 2015,68(2):353-393
[4] 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
[5] Greenberg J., Roberge M., Ho V. T., et al. Fairness in Idiosyncratic Work Arrangements:Justice as an I-deal[J]. Research in Personnel and Human Resources Management, 2004,23(1):1-34
[6] 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(S1):9-29
[7] Lai L., Rousseau D. M., Chang K. T. T. Idiosyncratic Deals:Coworkers as Interested Third Parties[J]. Journal of Applied Psychology, 2009,94(2):547-556
[8] 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):1536-1552
[9] Helgeson V. S., Mickelson K. D. Motives for Social Comparison[J]. Personality and Social Psychology Bulletin, 1995,21(11):1200-1209
[10] Cohen-Charash Y. Episodic Envy[J]. Journal of Applied Social Psychology, 2009,39(9):2128-2173
[11] Barclay L. J. Approach or Avoid? Exploring Overall Justice and the Differential Effects of Positive and Negative Emotions[J]. Journal of Management, 2014,40(7):1857-1898
[12] Wang H. J., Lu C. Q., Siu O. L. Job Insecurity and Job Performance:The Moderating Role of Organizational Justice and the Mediating Role of Work Engagement[J]. Journal of Applied Psychology, 2015,100(4):1249-1258
[13] Van den Bos K., Lind E. A. Uncertainty Management by Means of Fairness Judgments[C]//Zanna M. P.(ed.). Advances in Experimental Social Psychology. New York:Academic Press, 2002
[14] Rousseau D. M., Kim T. G. When Workers Bargain for Themselves:Idiosyncratic Deals and the Nature of the Employment Relationship[C]. The British Academy of Management Conference, 2006
[15] Rosen C. C., Slater D. J., Chang C. D., et al. Let's Make a Deal:Development and Validation of the Ex Post I-Deals Scale[J]. Journal of Management, 2013,39(3):709-742
[16] Ng T. W., Feldman D. C. Idiosyncratic Deals and Organizational Commitment[J]. Journal of Vocational Behavior, 2010,76(3):419-427
[17] 顾承卫. 新时期我国地方引进海外科技人才政策分析[J]. 科研管理, 2015,36(S1):272-278
[18] Ng T. W. H. Can Idiosyncratic Deals Promote Perceptions of Competitive Climate, Felt Ostracism, and Turnover?[J]. Journal of Vocational Behavior, 2017,99:118-131
[19] Thompson G., Glasø L., Martinsen Ø. Antecedents and Consequences of Envy[J]. The Journal of Social Psychology, 2016,156(2):139-153
[20] 覃大嘉,呼玲妍,刘人怀. 转型升级背景下制造业人资管理实践与情感承诺:基于易学阴阳和谐视角[J]. 管理评论, 2018,30(11):164-175
[21] Hill S. E., Delpriore D. J., Vaughan P. W. The Cognitive Consequences of Envy:Attention, Memory, and Self-regulatory Depletion[J]. Journal of Personality & Social Psychology, 2011,101(4):653-666
[22] Duffy M. K., Scott K. L., Shaw J. D., et al. A Social Context Model of Envy and Social Undermining[J]. Academy of Management Journal, 2012,55(3):643-666
[23] Ferris D. L. Ostracism, Self-Esteem, and Job Performance:When do We Self-Verify and When do We Self-Enhance?[J]. Academy of Management Journal, 2015,58(1):279-297
[24] Williams K. D. Ostracism[J]. Psychology, 2007,58(58):425-452
[25] Khan A. K., Quratulain S., M Bell C. Episodic Envy and Counterproductive Work Behaviors:Is More Justice Always Good?[J]. Journal of Organizational Behavior, 2014,35(1):128-144
[26] 叶仁荪,倪昌红,黄顺春. 职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用[J]. 管理评论, 2015,27(8):127-140
[27] 刘得格,李文东,陈文晶. 恶意妒忌和善意妒忌的影响因素与作用机制[J]. 心理科学进展, 2017,25(2):342-357
[28] Van de Ven N., Zeelenberg M., Pieters R. Leveling up and down:The Experiences of Benign and Malicious Envy[J]. Emotion, 2009,9(3):419-429
[29] Demirtas O., Akdogan A. A. The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment[J]. Journal of Business Ethics, 2015,130(1):59-67
[30] Ng T. W., Lucianetti L. Goal Striving, Idiosyncratic Deals, and Job Behavior[J]. Journal of Organizational Behavior, 2016,37(1):41-60
[31] Lange J., Crusius J. Dispositional Envy Revisited:Unraveling the Motivational Dynamics of Benign and Malicious Envy[J]. Personality & Social Psychology Bulletin, 2015,41(2):284-294
[32] Schaubroeck J., Lam S. S. Comparing Lots before and after:Promotion Rejectees' Invidious Reactions to Promotees[J]. Organizational Behavior and Human Decision Processes, 2004,94(1):33-47
[33] Lind E. A., Kray L., Thompson L. Primacy Effects in Justice Judgments:Testing Predictions from Fairness Heuristic Theory[J]. Organizational Behavior and Human Decision Processes, 2001,85(2):189-210
[34] 王宇清,周浩. 组织公正感研究新趋势——整体公正感研究述评[J]. 外国经济与管理, 2012,34(6):25-32
[35] 余璇,陈维政. 整体公平感与员工工作场所行为:组织信任和组织自尊的不同作用[J]. 华东经济管理, 2016,30(3):131-135
[36] 占小军. 情绪还是认知?主管不文明行为对员工工作及生活的作用机制研究[J]. 管理评论, 2017,29(1):82-92
[37] Cohen-Charash Y., Mueller J. S. Does Perceived Unfairness Exacerbate or Mitigate Interpersonal Counterproductive Work Behaviors Related to Envy?[J]. Journal of Applied Psychology, 2007,92(3):666-680
[38] Smith R. H., Parrott W. G., Ozer D., et al. Subjective Injustice and Inferiority as Predictors of Hostile and Depressive Feelings in Envy[J]. Personality and Social Psychology Bulletin, 1994,20(6):705-711
[39] Tamir M., Bigman Y. E., Rhodes E., et al. An Expectancy-value Model of Emotion Regulation:Implications for Motivation, Emotional Experience, and Decision Making[J]. Emotion, 2015,15(1):90-103
[40] Ferris D. L., Brown D. J., Berry J. W., et al. The Development and Validation of the Workplace Ostracism Scale[J]. Journal of Applied Psychology, 2008,93(6):1348-1366
[41] Ambrose M. L., Schminke M. The Role of Overall Justice Judgments in Organizational Justice Research:A Test of Mediation[J]. Journal of Applied Psychology, 2009,94(2):491-500
[42] Ho V. T., Tekleab A. G. A Model of Idiosyncratic Deal-Making and Attitudinal Outcomes[J]. Journal of Managerial Psychology, 2016,31(3):642-656
[43] Marescaux E., Winne S. D., Sels L. Idiosyncratic Deals from a Distributive Justice Perspective:Examining Co-workers' Voice Behavior[J]. Journal of Business Ethics, 2019,154(1):263-281
[44] Huo W., Luo J., 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, 2014,22(25):3157-3177
[45] 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
[46] 周浩,龙立荣. 家长式领导与组织公正感的关系[J]. 心理学报, 2007,39(5):909-917
[47] 王震,许灏颖,宋萌. "说话算话"的领导让下属更效忠:中国传统"报"文化视角下的领导言行一致与下属忠诚[J]. 管理评论, 2018,30(4):106-119
[48] 周浩,龙立荣,王宇清. 整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析[J]. 管理评论, 2016,28(11):162-169