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Idiosyncratic Deals and Individualization of Human Resource Management Practices: The Growth of HR Differentiation

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Idiosyncratic Deals at Work

Abstract

Individualized HR arrangements, one of the core examples being i-deals, have recently become increasingly employed in organizations. While the question of “what are the benefits to the recipients of i-deals” has received a degree of research interest to date, scant attention has been paid to the perspectives of co-workers who are excluded from i-deals. This chapter aims to question the extent to which i-deals generate benefits or harm relationships with co-workers based on the role of fairness and organizational culture. In specific terms, this chapter will investigate and develop a model which outlines how co-workers develop (un)fairness perceptions regarding a focal employee’s i-deals and, as a result, develop emotional reactions. In this regard, this chapter integrates and discusses the role of contextual conditions such as friendship and supportive organizational climate as potential moderators impacting on how co-workers react. The chapter closes with the critical evaluation and integration of theoretical perspectives that can inform future research on co-worker emotional reactions to i-deals.

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Funding

Mine Afacan Findikli is funded by the Scientific and Technological Research Council of Turkey under the scheme “2219”.

Mirea Las Heras is funded by Universidad de Navarra, PIUNA. This chapter is part of the project “Project Spousal positive crossover and spillover of emotions, experiences and cognitions” (POS-SPOUSE).

Author information

Authors and Affiliations

  1. University of Bath, Bath, UK

    Yasin Rofcanin

  2. Istinye University, Istanbul, Turkey

    Mine Afacan Findikli

  3. University of Navarra IESE Business School, Barcelona, Spain

    Mireia Las Heras

  4. Bogazici University, Istanbul, Turkey

    Can Ererdi

  5. University of Bath School of Management, Bath, UK

    Can Ererdi

Authors
  1. Yasin Rofcanin
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  2. Mine Afacan Findikli
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  3. Mireia Las Heras
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  4. Can Ererdi
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Corresponding author

Correspondence to Yasin Rofcanin .

Editor information

Editors and Affiliations

  1. Illinois Institute of Technology, Chicago, IL, USA

    Smriti Anand

  2. University of Bath, Bath, UK

    Yasin Rofcanin

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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: Anand, S., Rofcanin, Y. (eds) Idiosyncratic Deals at Work. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-88516-8_6

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