Idiosyncratic Deals and Individualization of Human Resource Management Practices: The Growth of HR Differentiation

Yasin Rofcanin (), Mine Afacan Findikli (), Mireia Las Heras () and Can Ererdi ()
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Yasin Rofcanin: University of Bath
Mine Afacan Findikli: Istinye University
Mireia Las Heras: University of Navarra IESE Business School
Can Ererdi: Bogazici University

Chapter Chapter 6 in Idiosyncratic Deals at Work, 2022, pp 119-142 from Springer

Abstract: Abstract Individualized HR arrangements, one of the core examples being i-deals, have recently become increasingly employed in organizations. While the question of “what are the benefits to the recipients of i-deals” has received a degree of research interest to date, scant attention has been paid to the perspectives of co-workers who are excluded from i-deals. This chapter aims to question the extent to which i-deals generate benefits or harm relationships with co-workers based on the role of fairness and organizational culture. In specific terms, this chapter will investigate and develop a model which outlines how co-workers develop (un)fairness perceptions regarding a focal employee’s i-deals and, as a result, develop emotional reactions. In this regard, this chapter integrates and discusses the role of contextual conditions such as friendship and supportive organizational climate as potential moderators impacting on how co-workers react. The chapter closes with the critical evaluation and integration of theoretical perspectives that can inform future research on co-worker emotional reactions to i-deals.

Keywords: I-deals; Fairness; Co-workers; HR differentiation; Climate; Performance; Mastery (search for similar items in EconPapers)
Date: 2022
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-030-88516-8_6

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DOI: 10.1007/978-3-030-88516-8_6

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