ابراهیمی، الهام (۱۳۹۹). بررسی تأثیر قراردادهای نامتعارف بر ابعاد عدالت سازمانی ادراک شده: نقش تعدیلگر مبادله رهبر-پیرو. فصلنامه مطالعات رفتار سازمانی، 9(4)، ۹۶–۱۲۳ https://doi.org/20.1001.1.23221518.1399.9.4.4.8.
ابراهیمی، الهام (۱۴۰۱). معاملات غیرمتعارف و غنی‌سازی کار و خانواده؛ نقش تعدیلگر خودکارآمدی. فصلنامه مدیریت بهره‌وری، 16(1)، 227-251. https://doi.org/10.30495/qjopm.2021.1896239.2808
احمدی، مهدی؛ صوفی‌آبادی، مریم؛ عسگری، ناصر؛ و سید زمانی، سیده فاطمه (۱۴۰۳). پیام نسل Z به مدیران: انتظارات ما از محیط کار. مطالعات منابع انسانی، 14(3)، ۱–۳۵ https://doi.org/10.22034/jhrs.2024.210043 .
آذر، عادل؛ خسروی، فرزانه؛ و جلالی، رضا (۱۳۹۲). تحقیق در عملیات نرم (رویکرد ساختاردهی مسئله). انتشارات سازمان مدیریت صنعتی.
آذر، عادل؛ و ویشلقی، مهدیه (۱۴۰۱). تأثیر قراردادهای نامتعارف بر عملکرد نوآورانه: تحلیل نقش میانجی دلبستگی شغلی و توانمندسازی روانشناختی. فصلنامه مطالعات رفتار سازمانی، 11(2)، ۳۴–۶۲ https://doi.org/20.1001.1.23221518.1401.11.2.2.6 .
دهقان‌پور فراشاه، علیرضا؛ دهقان‌پور فراشاه، افسانه؛ و احمدآبادی، رویا (۱۴۰۴). آسیب‌شناسی نظام ارزیابی عملکرد کارکنان و مدیران دستگاه‌های اجرایی کشور و ارائه راه‌کارهایی برای تحول. مطالعات منابع انسانی، 15(2)، ۸۶–۱۱۶.
ویشلقی، مهدیه؛ و رستگار، عباسعلی (۱۴۰۰). تأثیر قراردادهای نامتعارف بر انحراف خلاق: تحلیل نقش میانجی خودبرتربینی روانشناختی و آوای سازنده کارکنان. پژوهش‌های مدیریت منابع سازمانی، ۱۱(4)، ۱۶۰–۱۸۱.
References
Ahmadi, M., Sufiabadi, M., Asgari, N., & Seyyed Zamani, S. F. (2024). Generation Z's message to managers: Our expectations of the workplace. Journal of Human Resource Management, 14(3), 1–35. (In Persian). https://doi.org/10.22034/jhrs.2024.210043
Anand, S., & Mitra, A. (2022). No family left behind: Flexibility i-deals for employees with stigmatized family identities. Human Relations, 75(5), 956–988. https://doi.org/10.1177/0018726721999708
Anand, S., & Rofcanin, Y. (2022). I-deals and the future of work: A research agenda for the post-pandemic age. In S. Anand & Y. Rofcanin (Eds.), Idiosyncratic deals at work: Exploring individual, organizational, and societal perspectives (pp. 309–333). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-88516-8_13
Anand, S., Hu, J., Vidyarthi, P., & Liden, R. C. (2018). Leader-member exchange as a linking pin in the idiosyncratic deals-performance relationship in workgroups. The Leadership Quarterly, 29(6), 698–708. https://doi.org/10.1016/j.leaqua.2018.07.005
Anand, S., Meuser, J. D., Vidyarthi, P. R., Liden, R. C., Rousseau, D. M., & Ekkirala, S. (2022). A multi-level model of i-deals in workgroups: Employee and coworker perceptions of leader fairness, i-deals and group performance. Journal of Management Studies, 59(3), 489–517. https://doi.org/10.1111/joms.12750
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970–988. https://doi.org/10.5465/AMJ.2010.54533176
Aryee, S., Sun, L. Y., & Hsiung, H. H. (2023). Understanding the negotiation and performance effects of idiosyncratic deals: Test of a moderated mediation model. Human Relations, 77(6), 805–831. https://doi.org/10.1177/00187267231161196
Ayeni, D., Chaudhry, S., & Aldossari, M. (2023). Temporal contexts and actors vis-à-vis I-deals’ timing and creation: Evidence from Nigeria. Group & Organization Management, 48(1), 262–316. https://doi.org/10.1177/10596011221117904
Azar, A., Khosravani, F., & Jalali, R. (2013). Soft operations research (Problem structuring approach). Industrial Management Organization Publication. (In Persian).
Azar, A., & Vishlaghi, M. (2022). Impact of idiosyncratic deals on innovative performance: Analysis of the mediator role of work engagement and psychological empowerment. Organizational Behaviour Studies Quarterly, 11(2), 33–62. (In Persian). https://doi.org/20.1001.1.23221518.1401.11.2.2.6
Bal, P. M. (2017). Why do employees negotiate idiosyncratic deals?: An exploration of the process of i-deal negotiation. New Zealand Journal of Employment Relations, 42(1), 2–18.
Bal, P. M., & Boehm, S. A. (2019). How do i-deals influence client satisfaction? The role of exhaustion, collective commitment, and age diversity. Journal of Management, 45(4), 1461–1487. https://doi.org/10.1177/0149206317710722
Bal, P. M., & Rousseau, D. M. (2016). Introduction to idiosyncratic deals between employees and organizations: Conceptual issues, applications and the role of co-workers. In P. M. Bal & D. M. Rousseau (Eds.), Idiosyncratic deals between employees and organizations: Conceptual issues, applications and the role of co-workers (pp. 1–8). Routledge. https://doi.org/10.4324/9781315771496
Bal, P. M., & Vossaert, L. (2019). Development of an i-deals motivation and management measure. Journal of Personnel Psychology, 18(4), 201–215. https://doi.org/10.1027/1866-5888/a000251
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Prentice-Hall.
Bhawna, B., Sharma, S. K., & Ghaderi, Z. (2025). Personalization and performance: Exploring idiosyncratic deals’ impact on justice perception and hierarchical organizational culture in the Indian hotel industry. Journal of Human Resources in Hospitality & Tourism, 25(1), 150–174. https://doi.org/10.1080/15332845.2025.2563971
Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons.
Çalışkan, E., & Torun, A. (2019). Individualized HR practices and idiosyncratic deals (I-Deals) and the expected positive individual and organizational outcomes. Istanbul Business Research, 48(1), 36–63. https://doi.org/10.26650/ibr.2019.48.0016
Dehghanpour-Farashah, A., Dehghanpour-Farashah, A., & Ahmadabadi, R. (2025). Pathology of the performance evaluation system for employees and managers in the country’s executive bodies and proposing solutions for transformation. Journal of Human Resource Management, 15(2), 86–116. (In Persian). https://doi.org/10.22034/jhrs.2025.493358.2335
Ding, C., Ai, T., Zhao, S., & Zhang, G. (2023). The effect of idiosyncratic deals on coworkers’ knowledge hiding: A moderated serial mediation model. Sustainability, 15(18), Article 13679. https://doi.org/10.3390/su151813679
Ebrahimi, E. (2020). Exploring the impact of idiosyncratic deals on dimensions of perceived organizational justice: The moderating role of leader–member exchange. Organizational Behaviour Studies Quarterly, 9(4), 95–124. (In Persian). https://doi.org/20.1001.1.23221518.1399.9.4.4.8
Ebrahimi, E. (2022). Idiosyncratic deals and work-family enrichment: The moderating role of self-efficacy. The Journal of Productivity Management, 16(1), 227–251. (In Persian). https://doi.org/10.30495/qjopm.2021.1896239.2808
Everard-Igweh, Y., Chen, Z., & He, Q. (2025). From negotiation to integration: Mastering the art of idiosyncratic deals. Organizational Dynamics, 54(1), Article 101099. https://doi.org/10.1016/j.orgdyn.2024.101099
Faisal, M. N., Banwet, D. K., & Shankar, R. (2006). Supply chain risk mitigation: Modeling the enablers. Business Process Management Journal, 12(4), 535–552. https://doi.org/10.1108/14637150610678113
Fan, Z., Li, Y., Wu, Y., Peng, T., Peng, Z., & Xue, J. (2023). Idiosyncratic deals and breakthrough innovation: Based on the paradox theory perspective [Preprint]. Research Square. https://doi.org/10.21203/rs.3.rs-3393825/v1
Fan, Z., Sun, H., Wang, L., Zhu, M., & Peng, T. (2022). Team idiosyncratic deals and team breakthrough innovation: Based on the perspective of input-process-output model. Frontiers in Psychology, 13, Article 974569. https://doi.org/10.3389/fpsyg.2022.974569
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? The spectrum of co-worker reactions to idiosyncratic deals. Organizational Psychology Review, 7(4), 281–305. https://doi.org/10.1177/2041386617733136
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178. https://doi.org/10.2307/2092623
Greenberg, J. (2012). Promote procedural and interactional justice to enhance individual and organizational outcomes. In E. A. Locke (Ed.), Handbook of principles of organizational behavior: Indispensable knowledge for evidence‐based management (pp. 255–271). John Wiley & Sons. https://doi.org/10.1002/9781119206422.ch15
Greenberg, J., Ashton-James, C. E., & Ashkanasy, N. M. (2007). Social comparison processes in organizations. Organizational Behavior and Human Decision Processes, 102(1), 22–41. https://doi.org/10.1016/j.obhdp.2006.09.006
Greenberg, J., Roberge, M. É., Ho, V. T., & Rousseau, D. M. (2004). Fairness in idiosyncratic work arrangements: Justice as an ideal. Research in Personnel and Human Resources Management, 23, 1–34. https://doi.org/10.1016/S0742-7301(04)23001-8
Guerrero, S., & Challiol-Jeanblanc, H. (2016). Idiosyncratic deals and helping behavior: The moderating role of i-deal opportunity for co-workers. Journal of Business and Psychology, 31(3), 433–443. https://doi.org/10.1007/s10869-015-9421-x
Guerrero, S., & Challiol-Jeanblanc, H. (2017). Ex ante i-deals, perceived external prestige and turnover intentions. Personnel Review, 46(6), 1199–1212. https://doi.org/10.1108/PR-10-2015-0271
Guerrero, S., Bentein, K., & Lapalme, M. È. (2014). Idiosyncratic deals and high performers’ organizational commitment. Journal of Business and Psychology, 29(2), 323–334. https://doi.org/10.1007/s10869-013-9316-7
Hattori, Y., Hoang, H. M., & Nguyen, H. T. B. (2025). How do high-involvement human resource practices and idiosyncratic deals affect employee attitudes? An examination of the moderating effects of individualistic values. Journal of International Economics and Management, 25(1), 2–16. https://doi.org/10.1108/JIEM-04-2025-0017
Ho, V. T., & Tekleab, A. G. (2016). A model of idiosyncratic deal-making and attitudinal outcomes. Journal of Managerial Psychology, 31(3), 642–656. https://doi.org/10.1108/JMP-12-2014-0369
Hornung, S. (2018). Idiosyncratic deals at work: A conceptual and empirical review. In S. Anand & Y. Rofcanin (Eds.), Eurasian business perspectives (pp. 265–281). Springer. https://doi.org/10.10007/978-3-030-88516-8
Hornung, S., & Höge, T. (2021). The darkside of idiosyncratic deals: Humanistic versus neoliberal trends and applications. Psychological Applications and Trends, 441–443. https://doi.org/10.36315/2021inpact097
Hornung, S., & Höge, T. (2024). Idiosyncratic deals. In M. Bal (Ed.), Elgar encyclopedia of organizational psychology (pp. 305–311). Edward Elgar Publishing. https://doi.org/10.4337/9781803928227.ch54
Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Creating flexibility through idiosyncratic deals. Journal of Applied Psychology, 93(3), 655–664. https://doi.org/10.1037/0021-9010.93.3.655
Hu, J., & Liden, R. C. (2013). Relative leader–member exchange within team contexts: How and when social comparison impacts individual effectiveness. Personnel Psychology, 66(1), 127–172. https://doi.org/10.1111/peps.12008
Huang, Y., & Chen, X. (2021). A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: Roles of vitality. Chinese Management Studies, 15(1), 189–212. https://doi.org/10.1108/CMS-09-2020-0417
Huo, W., Luo, J., & Tam, K. L. (2014). Idiosyncratic deals and good citizens in China: The role of traditionality for recipients and their co-workers. The International Journal of Human Resource Management, 25(22), 3157–3177. https://doi.org/10.1080/09585192.2014.919949
Kasanda Wa Kabamba, N., Xiao Chen, W., Agyemang Ameyaw, M., & Tchamy, J. (2021). An exploration of consequences of idiosyncratic deals: A literature review. International Journal of Business and Management Invention, 10(1), 7–17. https://doi.org/10.35629/8028-1001020717
Kimwolo, A., & Cheruiyot, T. (2019). Intrinsically motivating idiosyncratic deals and innovative work behaviour. International Journal of Innovation Science, 11(1), 31–47. https://doi.org/10.1108/IJIS-05-2017-0038
Kong, D. T., Ho, V. T., & Garg, S. (2020). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593–609. https://doi.org/10.1007/s10551-018-4033-9
Koopman, J., Lin, S. H., Lennard, A. C., Matta, F. K., & Johnson, R. E. (2020). My coworkers are treated more fairly than me! A self-regulatory perspective on justice social comparisons. Academy of Management Journal, 63(3), 857–880. https://doi.org/10.5465/amj.2016.0586
Kroon, B., Freese, C., & Schalk, R. (2016). A strategic HRM perspective on i-deals. In M. Bal & D. M. Rousseau (Eds.), Idiosyncratic deals between employees and organizations: Conceptual issues, applications, and the role of co-workers (pp. 73–91). Routledge. https://doi.org/10.4324/9781315771496-6
Lai, L., Rousseau, D. M., & Chang, K. T. T. (2009). Idiosyncratic deals: Coworkers as interested third parties. Journal of Applied Psychology, 94(2), 547–556. https://doi.org/10.1037/a0013506
Las Heras, M., Rofcanin, Y., Matthijs Bal, P., & Stollberger, J. (2017). How do flexibility i‐deals relate to work performance? Exploring the roles of family performance and organizational context. Journal of Organizational Behavior, 38(8), 1280–1294. https://doi.org/10.1002/job.2203
Laulié, L., Tekleab, A. G., & Lee, J. J. (2021). Why grant I-deals? Supervisors’ prior I-deals, exchange ideology, and justice sensitivity. Journal of Business and Psychology, 36(1), 17–31. https://doi.org/10.1007/s10869-019-09670-7
Lee, B. Y., Kim, T. Y., Gong, Y., Zheng, X., & Liu, X. (2020). Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327–338. https://doi.org/10.1002/hrm.21998
Lee, E. K., Hong, W., & Rupp, D. E. (2023). Employee idiosyncratic deals and organizational justice: The role of individual job performance and coworkers’ I-deals. Personnel Review, 52(9), 2322–2341. https://doi.org/10.1108/PR-05-2021-0335
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37(S1), S9–S29. https://doi.org/10.1002/job.1959
Luu, T. T., & Djurkovic, N. (2019). Paternalistic leadership and idiosyncratic deals in a healthcare context. Management Decision, 57(3), 621–648. https://doi.org/10.1108/MD-06-2017-0595
Marescaux, E., & De Winne, S. (2016). Equity versus need: How do coworkers judge the distributive fairness of i-deals? In M. Bal & D. M. Rousseau (Eds.), Idiosyncratic deals between employees and organizations: Conceptual issues, applications, and the role of co-workers (pp. 107–121). Routledge. https://doi.org/10.4324/9781315771496
Marescaux, E., De Winne, S., & Brebels, L. (2021). Putting the pieces together: A review of HR differentiation literature and a multilevel model. Journal of Management, 47(6), 1564–1595. https://doi.org/10.1177/0149206320987286
Marescaux, E., De Winne, S., & Rofcanin, Y. (2019). Co-worker reactions to I-deals through the lens of social comparison: The role of fairness and emotions. Human Relations, 74(3), 329–353. https://doi.org/10.1177/0018726719884103
Marescaux, E., De Winne, S., & Sels, L. (2013). HR practices and affective organizational commitment: (When) does HR differentiation pay off? Human Resource Management Journal, 23(4), 329–345. https://doi.org/10.1111/1748-8583.12013
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining co-workers’ voice behavior. Journal of Business Ethics, 154(1), 263–281. https://doi.org/10.1007/s10551-016-3400-7
Marino, J., Dabos, G. E., Rivero, A. G., & Pujol-Cols, L. (2021). Individual antecedents of i-deals: The role of self-efficacy, networking abilities and perceived employability. Academia Revista Latinoamericana de Administración, 35(1), 80–99. https://doi.org/10.1108/ARLA-03-2021-0063
Ng, T. W. H. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118–131. https://doi.org/10.1016/j.jvb.2017.01.004
Ng, T. W. H., & Feldman, D. C. (2015). Idiosyncratic deals and voice behavior. Journal of Management, 41(3), 893–928. https://doi.org/10.1177/0149206312457824
Ng, T. W. H., & Lucianetti, L. (2016). Goal striving, idiosyncratic deals and job behavior. Journal of Organizational Behavior, 37(1), 41–60. https://doi.org/10.1002/job.2023
Oteng, D., Zuo, J., & Sharifi, E. (2022). An expert-based evaluation on end-of-life solar photovoltaic management: An application of Fuzzy Delphi Technique. Sustainable Horizons, 4, Article 100036. https://doi.org/10.1016/j.horiz.2022.100036
Perera, S., & Li, Y. (2022). I-deals: Not ideal for employee diversity? In S. Anand & Y. Rofcanin (Eds.), Idiosyncratic deals at work: Exploring individual, organizational, and societal perspectives (pp. 211–235). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-88516-8_10
Pestotnik, A. (2024). Co-workers’ perceptions of the distributive justice of idiosyncratic deals – the roles of content, timing, and justice sensitivity. The International Journal of Human Resource Management, 35(12), 2101–2130. https://doi.org/10.1080/09585192.2024.2325562
Pestotnik, A., & Altmann, S. (2023). Employees’ individual needs and their relationship to idiosyncratic deals: A latent profile analysis. Scandinavian Journal of Work and Organizational Psychology, 8(1), Article 14. https://doi.org/10.16993/sjwop.220
Pestotnik, A., & Süß, S. (2023). How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals. The International Journal of Human Resource Management, 34(5), 1015–1043. https://doi.org/10.1080/09585192.2021.2016889
Rofcanin, Y., Afacan Findikli, M., Heras, M. L., & Ererdi, C. (2022). Idiosyncratic deals and individualization of human resource management practices: The growth of HR differentiation. In S. Anand & Y. Rofcanin (Eds.), Idiosyncratic deals at work: Exploring individual, organizational, and societal perspectives (pp. 119–142). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-88516-8_6
Rofcanin, Y., Berber, A., Marescaux, E., Bal, P. M., Mughal, F., & Afacan Findikli, M. (2019). Human resource differentiation: A theoretical paper integrating co‐workers’ perspective and context. Human Resource Management Journal, 29(2), 270–286. https://doi.org/10.1111/1748-8583.12224
Rofcanin, Y., Berber, A., Koch, S., & Sevinc, L. (2016). Job crafting and I-deals: A study testing the nomological network of proactive behaviors. The International Journal of Human Resource Management, 27(22), 2695–2726. https://doi.org/10.1080/09585192.2015.1091370
Rofcanin, Y., Las Heras, M., & van der Heijden, B. (2017, May 17–20). A trickle-down model of i-deals: The impact of manager i-deals [Conference presentation abstract]. 18th European Congress of Work and Organizational Psychology (EAWOP), Dublin, Ireland.
Rofcanin, Y., Las Heras, M., Bal, P. M., Van der Heijden, B. I., & Taser Erdogan, D. (2018). A trickle-down model of task and development i-deals. Human Relations, 71(11), 1508–1534. https://doi.org/10.1177/0018726717751613
Rosen, C. C., Slater, D. J., Chang, C. H., & Johnson, R. E. (2013). Let’s make a deal: Development and validation of the Ex Post I-Deals Scale. Journal of Management, 39(3), 709–742. https://doi.org/10.1177/0149206310394865
Rousseau, D. M. (2005). I-deals: Idiosyncratic deals employees bargain for themselves. Routledge.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977–994. https://doi.org/10.5465/amr.2006.22527470
Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393–404. https://doi.org/10.5465/amr.1998.926617
Rousseau, D. M., Tomprou, M., & Simosi, M. (2016). Negotiating flexible and fair idiosyncratic deals (i-deals). Organizational Dynamics, 45(3), 185–196. https://doi.org/10.1016/j.orgdyn.2016.07.004
Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23(2), 224–253. https://doi.org/10.2307/2392563
Saldivar, U., & Liao, C. (2023). Differences in I-deals within groups: A multilevel approach. Group & Organization Management, 48(1), 224–261. https://doi.org/10.1177/10596011221108546
Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3–30. https://doi.org/10.1177/10596011221120377
Simosi, M., Rousseau, D. M., & Weingart, L. R. (2021). Opening the black box of i-deals negotiation: Integrating i-deals and negotiation research. Group & Organization Management, 46(2), 186–222. https://doi.org/10.1177/1059601121995379
Srikanth, P. B., Jomon, M. G., & Thakur, M. (2022). Developmental idiosyncratic i-deals and its influence on promotability decisions: The joint roles of proactive personality and developmental challenge. The International Journal of Human Resource Management, 33(10), 2083–2108. https://doi.org/10.1080/09585192.2020.1841818
Sun, N., Liang, S., Li, H., & Song, H. (2023). Ex post I-deals, work-life balance, and work well-being in the hotel industry: The moderating role of gender. International Journal of Contemporary Hospitality Management, 35(9), 3077–3094. https://doi.org/10.1108/IJCHM-03-2022-0350
Sun, N., Song, H., & Li, H. (2021). Idiosyncratic deals and occupational well-being in the hotel industry: The mediating role of organization-based self-esteem. International Journal of Contemporary Hospitality Management, 33(10), 3797–3817. https://doi.org/10.1108/IJCHM-02-2021-0217
Sun, N., Song, H., Kong, H., & Bu, N. (2020). Development and validation of a hotel idiosyncratic deals scale. International Journal of Hospitality Management, 91, Article 102416. https://doi.org/10.1016/j.ijhm.2019.102416
Taser, D., Rofcanin, Y., Las Heras, M., & Bosch, M. J. (2022). Flexibility I-deals and prosocial motives: A trickle-down perspective. The International Journal of Human Resource Management, 33(21), 4334–4359. https://doi.org/10.1080/09585192.2021.1953564
Van der Heijden, B., Nauta, A., Fugate, M., De Vos, A., & Bozionelos, N. (2021). Ticket to ride: I-deals as a strategic HR tool for an employable work force. Frontiers in Psychology, 12, Article 769867. https://doi.org/10.3389/fpsyg.2021.769867
Van Waeyenberg, T., Brebels, L., De Winne, S., & Marescaux, E. (2023). What does your i-deal say about me? A social comparison examination of coworker reactions to flexibility i-deals. Group & Organization Management, 48(1), 192–223. https://doi.org/10.1177/10596011221076637
Vidyarthi, P. R., Renz, F. M., Villanueva, S. J., & Anand, S. (2022). Idiosyncratic deals in workgroups: Social comparisons and organizational justice perspectives in a lifecycle framework. In S. Anand & Y. Rofcanin (Eds.), Idiosyncratic deals at work: Exploring individual, organizational, and societal perspectives (pp. 95–118). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-88516-8_5
Vishlaghi, M., & Rastgar, A. (2022). The influence of idiosyncratic deals on creative deviation: Analysis of the mediating role of psychological entitlement and constructive employee voice. Organizational Resources Management Researches, 11(4), 159–181. (In Persian). https://doi.org/20.1001.1.22286977.1400.11.4.6.5
Vossaert, L., Anseel, F., & Ho, V. (2023). Do multiple I-deals in a team help or hinder team outcomes? A resource scarcity perspective. Group & Organization Management, 48(1), 156–191. https://doi.org/10.1177/10596011221098824
Wang, H., & Wang, K. (2022). Research on idiosyncratic deals and their influences in new labor relationship. Economic Problems, (12), 25–36.
Wang, J., Kim, T. Y., Chen, T., Liang, Y., & Lin, S. X. (2025). Task idiosyncratic deals and task interdependence: Effects on demand–ability fit and employee outcomes. Journal of Occupational and Organizational Psychology, 98(3), Article e70042. https://doi.org/10.1111/joop.70042
Wang, L. L., Long, L. R., & Zhang, Y. (2021). The relationship between newcomers’ i-deals and coworkers’ ostracism and self-improvement: The mediating role of envy and the moderating role of organizational overall justice. Management Review, 33(6), 234–244. https://doi.org/10.14120/j.cnki.cn11-5057/f.2021.08.020
Wang, P., Wang, S., Yao, X., Hsu, I. C., & Lawler, J. (2019). Idiosyncratic deals and work-to-family conflict and enrichment: The mediating roles of fit perceptions and efficacy beliefs. Human Resource Management Journal, 29(4), 600–619. https://doi.org/10.1111/1748-8583.12246
Wood, J. V. (1996). What is social comparison and how should we study it? Personality and Social Psychology Bulletin, 22(5), 520–537. https://doi.org/10.1177/0146167296225009
Xu, H., Wayne, S. J., Michel, E. J., & Pan, J. (2025). I‐deals for some employees may (not) be ideal for the team: Positive and negative relationships between i‐deals differentiation and team effectiveness. Human Resource Management, 65(1), 257–277. https://doi.org/10.1002/hrm.70022
Zhang, X., Deng, H., Xia, Y., & Lan, Y. (2021). Employability paradox: The effect of development idiosyncratic deals on recipient employees’ turnover intention. Frontiers in Psychology, 12, Article 696309. https://doi.org/10.3389/fpsyg.2021.696309
