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Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes

Author

Listed:
  • Eda ÇALIŞKAN

    (Marmara University, School of Business, Faculty of Business Administration, Business Administration (English), Istanbul, Turkey)

  • Alev TORUN

    (Marmara University, School of Business, Faculty of Business Administration, Business Administration (English), Istanbul, Turkey)

Abstract

Idiosyncratic deals (I-deals), which can be defined as individualized work agreements between an employee and a manager, have emerged as one of the most important tools of differentiation perspective in Human Resource Management Practices. In this study, the positive contribution of individualized human resources practices and more specifically, the contribution of I-deals to individual and organizational outcomes were examined through a qualitative research carried out with employees working in private sector, Turkey. Findings revealed that propositions of past research on I-deals mainly hold in Turkey. As a result of the qualitative analysis, agile and authentic leadership styles are proposed to be required for successful I-deal negotiations. From the employee side, self-esteem and self-efficacy are also proposed to have a positive impact on I-deals. It is recommended that through a Team Deal, team members may set their own team dynamics with the leader and can have an agreement with other team members on supporting each other when schedules are tough, or they can also strike different agreements. Employee resilience is suggested as a positive outcome of I-deals, and Team Deal is recommended as a solution to co-workers’ reactions.

Suggested Citation

  • Eda ÇALIŞKAN & Alev TORUN, 2019. "Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes," Istanbul Business Research, Istanbul University Business School, vol. 48(1), pages 36-63, May.
    • Handle: RePEc:ist:ibsibr:v:48:y:2019:i:1:p:36-63
    DOI: 10.26650/ibr.2019.48.0016
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    References listed on IDEAS

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    1. David W Parker & Melanie Holesgrove & Raghhuvar Pathak, 2015. "Improving productivity with self-organised teams and agile leadership," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 64(1), pages 112-128, January.
    2. Birger Wernerfelt, 1984. "A resource‐based view of the firm," Strategic Management Journal, Wiley Blackwell, vol. 5(2), pages 171-180, April.
    3. Seers, Anson, 1989. "Team-member exchange quality: A new construct for role-making research," Organizational Behavior and Human Decision Processes, Elsevier, vol. 43(1), pages 118-135, February.
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    Cited by:

    1. Nelesh Dhanpat & Lebone Legoabe, 2022. "Establishing idiosyncratic deals (i-deals) as a precursor to work role performance," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 11(4), pages 106-117, June.

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    • M0 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - General

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