A Study Of The Antecedents Of Idiosyncratic Deals Within Firms

Organizational research is increasingly emphasizing people differentiation to more realistically and accurately represent the psychological connection between organizations and employees.In recent years,Idiosyncratic Deal as an emerging HRM practice have become widespread in Chinese companies and have had a profound impact on the labor market and business management.The proper use of individual agreements can bring management flexibility to organizations and benefit multiple stakeholders.At the same time,i-deals have received extensive attention from the field of Organizational Behavior,and how to promote the emergence of i-deals in organizations has raised new topics for theoretical research.Fairness is a prerequisite for the acceptance of i-deals and their establishment by both parties to the negotiation,and it is of great practical significance to promote the benign development of i-deals.Most domestic and foreign scholars have studied the fairness in the process of i-deal making from the perspective of bystanders or employee-bystanders,but less on whether and how a fair work environment can influence the creation of i-deals within the enterprise.Therefore,based on a comprehensive review of related literature,this study first explores the influence of organizational justice climate on i-deals based on social information processing theory,and then conducts a QCA group study on the linkage between contextual and individual factors on individual agreements by combining individual employee factors and individual leader factors.This study used SPSS26.0 and AMOS to statistically analyze the 384 data collected,and the empirical results found that organizational justice climate has a significant positive impact on the generation of i-deals within the company.Considering the linkage with individual factors,and through QCA group analysis,it is found that the influence of justice climate on i-deals is cross-level and complex: there are three HRM combination configurations for the generation of high-level individual agreements,namely,situational-driven type emphasizing justice climate,comprehensive factor type emphasizing justice climate,and proactive pursuit type not emphasizing justice climate.In most cases,the organizational justice climate exists as a core condition,and its combination with individual trait factors leads to i-deals,confirming that organizational justice climate plays an important role in promoting i-deals.This study enriches the study of antecedent mechanisms of i-deals,contributes to the development of the field of i-deals and related theories,and has some practical value for how companies can better use i-deals.The innovations of this paper are:(1)based on social information processing theory,the organizational justice climate as a situational factor is used to study the influence of its linkage with individual trait factors on i-deals;(2)with the help of regression analysis and QCA group analysis,the influence of organizational justice climate on i-deals and the antecedent paths of i-deals within enterprises are explored from linear and holistic perspectives respectively;(3)using QCA analysis,three types of groups that influence the generation of i-deals are sorted out and summarized.