Idiosyncratic Deals and Employee Outcomes: The Mediating Roles of Social Exchange and Self-Enhancement and the Moderating Role of Individualism

• 成果类型: Article
• 署名作者: Liu, Jun; Lee, Cynthia; Hui, Chun; Kwan, Ho Kwong; Wu, Long-Zeng
• 署名单位: Renmin University of China; Northeastern University - China; Hong Kong Polytechnic University; University of Hong Kong; Shanghai University of Finance & Economics
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0032571
• 发表日期: 2013
• 页码: 832-840
• 关键词: employee outcomes; IDIOSYNCRATIC DEALS; individualism; SELF-ENHANCEMENT; social exchange

摘要

The majority of studies on idiosyncratic employment arrangements (i-deals) are based on social exchange theory. The authors suggest that self-enhancement theory, in addition to social exchange, can be used to explain the effects of i-deals. Using a multisource sample including 230 employees and 102 supervisors from 2 Chinese companies, the authors adopt a 3-wave lagged design to examine the mediating roles of social exchange and self-enhancement and the moderating role of individualism in the relationships between i-deals and employee outcomes, as indicated by proactive behaviors and affective commitment. The results of bootstrapping analyses confirm the mediating effects of social exchange and self-enhancement. In addition, employees with high levels of individualism are more receptive to self-enhancement effects; in contrast, employees with low levels of individualism are more receptive to social exchange effects.