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Journals / Istanbul Business Research / 2019 / Cilt: 48 - Sayı: 1

Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes

Eda Çalışkan
Alev Torun
Pages
36–63
Publication Date
2022-10-19
DOI
—
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Findings revealed that propositions of past research on I-dealsmainly hold in Turkey.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Idiosyncratic deals (I-deals), which can be defined as individualized work agreements between an employee and a manager, have emerged as one of the most important tools of differentiation perspective in Human Resource ManagementPractices.
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Key Findings & Data:In this study, the positive contribution of individualized human resources practices and more specifically, thecontribution of I-deals to individual and organizational outcomes were examined through a qualitative research carriedout with employees working in private sector, Turkey.
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Conclusion & Impact:Findings revealed that propositions of past research on I-dealsmainly hold in Turkey.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

Idiosyncratic deals (I-deals), which can be defined as individualized work agreements between an employee and a manager, have emerged as one of the most important tools of differentiation perspective in Human Resource ManagementPractices. In this study, the positive contribution of individualized human resources practices and more specifically, thecontribution of I-deals to individual and organizational outcomes were examined through a qualitative research carriedout with employees working in private sector, Turkey. Findings revealed that propositions of past research on I-dealsmainly hold in Turkey. As a result of the qualitative analysis, agile and authentic leadership styles are proposed to berequired for successful I-deal negotiations. From the employee side, self-esteem and self-efficacy are also proposed tohave a positive impact on I-deals. It is recommended that through a Team Deal, team members may set their own teamdynamics with the leader and can have an agreement with other team members on supporting each other when schedules are tough, or they can also strike different agreements. Employee resilience is suggested as a positive outcome ofI-deals, and Team Deal is recommended as a solution to co-workers’ reactions.

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Cite This Article

Çalışkan, E., Torun, A. (2022). Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes. Istanbul Business Research, Cilt: 48 - Sayı: 1, 36–63. https://ajindex.com/articles/542769

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