| As the economy develops and technology advances,the importance of talent becomes increasingly important and self-awareness and personalised needs grow,requiring companies to adapt their HR policies to the times and thus diversify their development.In the post-epidemic era,it has become more common for employees to work from home or remotely.Idiosyncratic deals,which are customised work arrangements,are becoming a major tool for retaining and motivating talent in organisations.Idiosyncratic deals are mutually beneficial specialised work arrangements negotiated between employees and the organisation to meet their individual needs,maximising the balance between the organisation and the employee.Currently,Idiosyncratic deals are well researched abroad,while domestic research has focused on the role of Idiosyncratic deals for their recipients and grantors,and less on the mechanisms of Idiosyncratic deals for bystanders.In management practice,however,the utility of Idiosyncratic deals depends not only on the individual recipient of the Idiosyncratic deal,but also on the reaction of bystanders.Therefore,based on social comparison theory and regulatory focus theory,this study examines the effect of bystander’s Idiosyncratic deal perceptions on their voice behaviour from a bystander perspective,and introduces two mediating variables,promotion job regulatory focus and prevention job regulatory focus,to explain the mechanism of bystander Idiosyncratic deal perceptions on their behaviour,and introduces procedural fairness as a situational variable to investigate its moderating effect.This study first adopts a literature research methodology,based on a systematic review of domestic and international research on idiosyncratic deals,regulatory focus,and the construction of a theoretical model using social comparison theory and regulatory focus theory.It then adopts an empirical research methodology to propose research hypotheses,designs questionnaires based on recognized domestic and international scales,and uses a combination of online and offline methods to distribute the questionnaires.According to the results of the statistical analysis of the valid questionnaires,(1)idiosyncratic deal perception and employee promotive voice behaviour have a significant positive relationship,and promotion work focus serving as mediating factors.(2)idiosyncratic deal perception can significantly and positively predict employee prohibitive voice behaviour,with prevention work focus serving as mediating factors.(3)Procedural justice moderates the relationship between idiosyncratic deal and work regulation focus,the stronger the procedural justice,the stronger the relationship between idiosyncratic deal perception and promotion regulation focus,and the weaker the relationship between idiosyncratic deal perception and prevention regulation focus.According to the study’s findings,organizations should(1)To emphasise the development of a promotion work regulation focus in management;(2)To facilitate the transformation of a prevention focus into a promotion focus;and(3)To concentrate on procedural fairness within the organization if they want to maximize the effectiveness of idiosyncratic deals and create a triple-win situation.This study achieves three innovations:(1)perspective innovation,i.e.the bystander perspective reveals the mechanism and boundary conditions of bystanders’ perception of Idiosyncratic deals on their voice behaviour;(2)content innovation,i.e.a parallel path is adopted to discuss the influence of Idiosyncratic deals on bystanders’ responses and verify the influence of bystanders’ perception of Idiosyncratic deals on their voice behaviour;(3)Theoretical expansion,i.e.the groundbreaking introduction of the regulatory focus theory,which incorporates the promotion and prevention work focus into the research framework to more fully elucidate the relationship between bystanders’Idiosyncratic deals perceptions and their voice behaviour. |
