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Individual antecedents of i-deals: the role of self-efficacy, networking abilities and perceived employability

Author

Listed:
  • Marino, Jorgelina
  • Dabos, Guillermo E.
  • Rivero, Andrea G.
  • Pujol-Cols, Lucas J.

Abstract

Purpose: This study aims to examine the direct and indirect effects of self-efficacy, networking abilities and perceived employability on the negotiation of idiosyncratic deals (i-deals) between individual workers and their employers. Design/methodology/approach: In total, 213 managerial professionals - a non-random sample - working for different small and medium-sized enterprises from several industries in Argentina were surveyed online. Hypotheses were tested using structural equation modeling. Findings: The results revealed that self-efficacy and networking abilities exert an indirect effect on i-deal negotiation through perceived employability. Those individuals with higher levels of self-efficacy or greater networking abilities tend to develop more positive perceptions of their employability and, therefore, are more prompted to negotiate i-deals with their employers. Research limitations/implications: This research sheds light on the dynamics underlying the relationship of employees' characteristics and skills with i-deal negotiation. Besides, it provides further evidence that individual bargaining has become widespread in professional employment contexts, above and beyond the collective labor agreements that prevail in most Latin American countries. Practical implications: Self-efficacy and networking abilities can be relevant individual factors in understanding i-deal negotiation, given that both shape employees' perceptions of employability. Originality/value: Although the impact of employee characteristics and skills on the idiosyncratic negotiation of employment terms has been broadly recognized, scholars have called for further exploration of the mechanisms underlying this relationship. By simultaneously investigating the impact of self-efficacy, networking abilities and perceived employability on i-deals, this study provides a more comprehensive understanding of how an individual's personal characteristics and skills facilitate the idiosyncratic negotiation of employment terms.

Suggested Citation

  • Marino, Jorgelina & Dabos, Guillermo E. & Rivero, Andrea G. & Pujol-Cols, Lucas J., 2022. "Individual antecedents of i-deals: the role of self-efficacy, networking abilities and perceived employability," Nülan. Deposited Documents 3597, Universidad Nacional de Mar del Plata, Facultad de Ciencias Económicas y Sociales, Centro de Documentación.
    • Handle: RePEc:nmp:nuland:3597
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    File URL: https://nulan.mdp.edu.ar/id/eprint/3597/1/marino-etal-2022.pdf
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    References listed on IDEAS

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    1. Cardoso, Adalberto Moreira. & Gindin, Julián., 2009. "Industrial relations and collective bargaining : Argentina, Brazil and Mexico compared," ILO Working Papers 994444213402676, International Labour Organization.
    2. Jeong-Yeon Lee & Daniel G. Bachrach & Denise M. Rousseau, 2015. "Internal Labor Markets, Firm-Specific Human Capital, and Heterogeneity Antecedents of Employee Idiosyncratic Deal Requests," Organization Science, INFORMS, vol. 26(3), pages 794-810, June.
    3. repec:ilo:ilowps:444421 is not listed on IDEAS
    4. Severin Hornung, 2018. "Idiosyncratic Deals at Work: A Conceptual and Empirical Review," Eurasian Studies in Business and Economics, in: Mehmet Huseyin Bilgin & Hakan Danis & Ender Demir & Ugur Can (ed.), Eurasian Business Perspectives, pages 265-281, Springer.
    5. Jean-Pierre Neveu & Stevan E. Hobfoll & Jonathon Halbesleben & M Westman, 2018. "Conservation of resources in the organizational context : the reality of resources and their consequences," Post-Print hal-02472360, HAL.
    Full references (including those not matched with items on IDEAS)

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