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DC Field | Value | Language |
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dc.contributor.author | Taser, D | - |
dc.contributor.author | Rofcanin, Y | - |
dc.contributor.author | Las Heras, M | - |
dc.contributor.author | Bosch, MJ | - |
dc.date.accessioned | 2021-10-27T14:16:13Z | - |
dc.date.available | 2021-10-27T14:16:13Z | - |
dc.date.issued | 2021-08-26 | - |
dc.identifier.citation | Taser, D., Rofcanin, Y., Las Heras, M. and Bosch, M.J. (2021) 'Flexibility I-deals and prosocial motives: a trickle-down perspective, The International Journal of Human Resource Management, 0 (in press), pp. 1-26. doi: 10.1080/09585192.2021.1953564. | en_US |
dc.identifier.issn | 0958-5192 | - |
dc.identifier.uri | https://bura.brunel.ac.uk/handle/2438/23396 | - |
dc.description.abstract | © 2021 The Author(s). Growing concerns of maintaining the best talent have contributed to the rising number of idiosyncratic deals (i-deals) at the workplace. I-deals refer to the personalised work arrangements between employees and their employers where the terms benefit both parties. Despite the acknowledgment that supervisors are key in creating i-deals, research to date has overlooked their role. Drawing on prosocial motives and social learning theory, we explore an overall model of what triggers employee flexibility i-deals and the consequences of such i-deals on employee outcomes. In so doing, we explore one of the key yet untested assumptions of i-deals theory: that they are intended to be mutually beneficial. We investigate our model with matched supervisor – employee data (n = 186) collected in El Salvador and Chile. Findings reveal that there is a positive association between supervisors’ prosocial motives and employees’ flexibility i-deals. Moreover, prosocial motives of supervisors trickle-down and shape employees’ functioning at work (i.e. work performance and deviant behaviours) and lead them to be more prosocially motivated through employees’ flexibility i-deals. | en_US |
dc.format.extent | 1 - 26 (26) | - |
dc.format.medium | Print-Electronic | - |
dc.language.iso | en_US | en_US |
dc.publisher | Informa UK Limited | en_US |
dc.rights | © 2021 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group. This is an open access article distributed under the terms of the creative commons attribution-noncommercial-noDerivatives license (https://creativecommons.org/licenses/by-nc-nd/4.0/), which permits non-commercial re-use, distribution, and reproduction in any medium, provided the original work is properly cited, and is not altered, transformed, or built upon in any way. | - |
dc.rights.uri | https://creativecommons.org/licenses/by-nc-nd/4.0/ | - |
dc.subject | prosocial motives | en_US |
dc.subject | flexibility i-deals | en_US |
dc.subject | work performance | en_US |
dc.subject | deviant behaviours | en_US |
dc.subject | multi-level data | en_US |
dc.title | Flexibility I-deals and Prosocial Motives: A Trickle-Down Perspective | en_US |
dc.type | Article | en_US |
dc.identifier.doi | https://doi.org/10.1080/09585192.2021.1953564 | - |
dc.relation.isPartOf | International Journal of Human Resource Management | - |
pubs.publication-status | Published online | - |
pubs.volume | 0 | - |
dc.identifier.eissn | 1466-4399 | - |
Appears in Collections: | Brunel Business School Research Papers |
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FullText.pdf | 1.89 MB | Adobe PDF | View/Open |
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