Peer Perspectives on Employee Idiosyncratic Deals

In this paper, we attempt to describe the relationship between the observation of coworker idiosyncratic deals (i-deals: Rousseau et al., 2006; Rousseau, 2005) and employee turnover intention by incorporating two explanatory mechanisms: workplace flexibility and procedural justice. We hypothesize co...

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Bibliographic Details
Published inSeoul Journal of Business Vol. 25; no. 1; pp. 1 - 26
Main Authors Lee, Jeong-Yeon, Chung, Hyesook
Format Journal Article
LanguageEnglish
Published Seoul Seoul National University, College of Business Administration 01.06.2019
경영연구소
Subjects
Careers
Employee turnover
Employment
Flexibility
Flexible hours
Gender differences
Human relations
Hypotheses
Investigations
Organizational behavior
Peers
Procedural justice
Rousseau, Jean-Jacques (1712-1778)
Stakeholders
Supervisors
Work life balance
Workers
Working hours
경영학
Online AccessGet full text
ISSN1226-9816
DOI10.35152/snusjb.2019.25.1.001

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Summary:In this paper, we attempt to describe the relationship between the observation of coworker idiosyncratic deals (i-deals: Rousseau et al., 2006; Rousseau, 2005) and employee turnover intention by incorporating two explanatory mechanisms: workplace flexibility and procedural justice. We hypothesize contrasting implications of coworker flexibility i-deals and developmental i-deals on these two mediating mechanisms. Based on a sample of 176 employees, we find differential implications for the two types of i-deals and mediators. We discuss these findings and the implications of our research.
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ISSN:1226-9816
DOI:10.35152/snusjb.2019.25.1.001