| Idiosyncratic deals (i-deals) are individually negotiated deals between employees and the organization. This study investigates relative leader-member exchange (RLMX), leader-focused procedural (LPJ) and interactional justice (LIJ) as antecedents to i-deals. In addition, boundary conditions for these relationships are explored. At the group level LMX group-median (GLMX), LIJ and LPJ climates are examined as antecedents to i-deals group-median. This study also explores outcomes of i-deals. Drawing on social exchange and social comparison perspectives I argue that i-deals are positively related to employees' career satisfaction, organizational identification, and organizational citizenship behaviors, and these positive relationships between i-deals and outcomes are stronger in work-groups with higher variability or lower average level of i-deals. Finally, a positive relationship is proposed between group-median i-deals and team potency. Hypotheses were tested on a sample of 208 manager-subordinate dyads nested in 54 work-groups. Results show positive relationships between LPJ, LIJ and i-deals, and between GLMX, LIJC, LPJC, and group-median i-deals. Regarding the outcomes of i-deals, results reveal positive relationships between i-deals and career satisfaction and organizational identification, and between group-median i-deals and team potency. |
