معاملات غیرمتعارف و غنی‌سازی کار و خانواده؛ نقش تعدیلگر خودکارآمدی
محورهای موضوعی : مدیریت(منابع انسانی)
1 - استادیار گروه مدیریت، پژوهشگاه علوم انسانی و مطالعات فرهنگی، تهران، ایران
کلید واژه: خودکارآمدی, معاملات غیر متعارف, معاملات انعطاف‌پذیر, معاملات توسعه‌ای, غنی‌سازی کار و خانواده,
چکیده مقاله :
مفهوم معاملات غیرمتعارف به‌عنوان ترتیبات شغلی که از منظر ماهیت، متفاوت از قراردادهای استخدامی معمول بوده، برای برآوردن نیازهای خاص کارکنان به‌صورت انفرادی و شخصی‌سازی‌شده منعقد می‌شوند، روند جدیدی در حوزه تعاملات کارکنان و کارفرمایان ایجاد کرده است. هدف این پژوهش بررسی تأثیر معاملات غیرمتعارف در قالب معاملات انعطاف‌پذیر و معاملات توسعه‌ای، بر رابطه دوسویه غنی‌سازی کار و خانواده است. بنابراین تأثیر تعدیلگری خودکارآمدی کارکنان در این رابطه آزمون شد. این پژوهش از لحاظ هدف، کاربردی و از نظر شیوه گردآوری داده‌ها توصیفی پیمایشی است. جامعه هدف پژوهش کارکنان سه شرکت فعال در حوزه فناوری اطلاعات بانکی مستقر در پارک فناوری پردیس بود و روش نمونه‌گیری، تصادفی انتخاب گردید. جمع‌آوری داده‌ها با استفاده از پرسشنامه‌های استاندارد صورت گرفت و روش تحلیل داده‌ها مدل‌سازی معادلات ساختاری با استفاده از نرم‌افزار Smart PLS بود. نتایج پژوهش نشان داد معاملات انعطاف‌پذیر و توسعه‌ای بر غنی‌سازی خانواده توسط کار اثر مثبت معناداری دارند و خودکارآمدی به‌عنوان متغیر تعدیلگر، این رابطه را تقویت می‌کند. هرچند، رابطه میان معاملات انعطاف‌پذیر و توسعه‌ای بر غنی‌سازی کار توسط خانواده معنادار نبود و تنها با افزودن متغیر تعدیلگر خودکارآمدی، رابطه مثبت معنادار میان این متغیرها برقرار شد.
The concept of idiosyncratic deals (i-deals) as personalized work arrangements that are different in nature from the usual employment contracts, negotiated to meet the specific needs of employees individually, has created a new trend in the area of employer-employee relationships. The current study was an attempt to investigate the impact of idiosyncratic deals, as flexibility and development deals, on the mutual relationship of work-family enrichment. Additionally, the moderating effect of employees' self-efficacy in this relationship was examined. The present applied study employed a descriptive survey design. The statistical population of the study included the employees of three companies engaged in information technology in banking sector, located in Pardis Technology Park, who were randomly recruited. Standard questionnaires were used for the data collection and the data analyses were done by structural equation modeling using Smart PLS software. The results indicated that flexibility and development i-deals have a significant positive effect on the work to family enrichment and that self-efficacy, as a moderating variable, enhances this relationship. However, the impact of flexibility and development i-deals on the family to work enrichment was not significant, and only through adding the self-efficacy moderator variable, a significant positive relationship was established between these variables.
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: Deconstructing flexibility, Personnel Psychology, 66(2), 345–376.
Andreassi, J. K., & Thompson, C.A. (2007). Dispositional and situational sources of control: Relative impact on work-family conflict and positive spillover. Journal of Managerial Psychology, 22(8), 722-740.
Ashforth, B.K., Kreiner, G.E. and Fugate, M. (2000). All in a day’s work: boundaries and micro role transitions, Academy of Management Review, 25(3), 472-491.
Barnes, C.M., Wagner, D.T. & Ghumman, S. (2012). Borrowing from sleep to pay work and family: expanding time‐based conflict to the broader nonwork domain, Personnel Psychology, 65(4), 789-819.
Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work–family interface: Development and validation of a work–family enrichment scale. Journal of Vocational Behavior, 68(1), 131–164.
Davis. A. S., Van der Heijden. B. I. J. M. (2018). Reciprocity matters: Idiosyncratic deals to shape the psychological contract and foster employee engagement in times of austerity. Human Resource Development Quarterly, 29(4), 329-355.
Gist, M. E., & Mitchell, T. R. (1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183–211.
Grandey, A. A., & Cropanzano, R. C. (1999). The conservation of resources model applied to work–family conflict and strain. Journal of Vocational Behavior, 54(2), 350–370.
Grant, A.M. & Hofmann, D.A. (2011). Role expansion as a persuasion process: the interpersonal influence dynamics of role redefinition, Organizational Psychology Review, 1(1), 9-31.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work–family enrichment. Academy of Management Review, 31(1), 72-92.
Heras, L. M., Rofcanin, Y., 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.
Hornung, S., Rousseau, D.M., Glaser, J., Angerer, P. & Weigl, M. (2010), Beyond top-down and bottom-up work redesign: customizing job content through idiosyncratic deals. Journal of Organizational Behavior, 31 (2), 187-215.
Kelly, C. M., Rofcanin. Y., Heras. M. L., Ogbonnaya. C. & Marescaux. E. (2020). Seeking an ideal balance: Schedule flexibility i-deals as mediating mechanisms between supervisor emotional support and employee work and family performance. Journal of Vocational Behavior, 118, 1-17.
Lazarus, R.S. & Folkman, S. (1984). Stress, Appraisal, and Coping, Springer, New York, NY, 1-456.
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(1), 9–29.
Liu, J., Lee, C., Hui, C., Kwan, H. K., & Wu, L.-Z. (2013). Idiosyncratic deals and employee outcomes: The mediating roles of social exchange and self-enhancement and the moderating role of individualism. Journal of Applied Psychology, 98(5), 832–840.
Livingston, B.A. (2014). Bargaining behind the scenes: spousal negotiation, labor, and work-family burnout, Journal of Management, 40(4), 949-977.
Ng. T.W.H. & Feldman. D. C., (2010). Idiosyncratic deals and organizational commitment, Journal of Vocational Behavior, 76 (3), 419–427.
Oostrom. J. K., Pennings. M., & Matthijs Bal. P. (2016). How do idiosyncratic deals contribute to the employability of older workers? Career Development International, 21(2), 176-192.
Quinn, R.W., Spreitzer, G.M. & Lam, C.F. (2012). Building a sustainable model of human energy in organizations: exploring the critical role of resources, The Academy of Management Annals, 6(1), 337-396.
Rofcanin, Y., Kiefer, T., & Strauss, K. (2017). What seals the I-deal? Exploring the role of employees’ behaviors and managers’ emotions. Journal of Occupational and Organizational Psychology, 90(2).
Rousseau, D. M. (2001). Idiosyncratic deals: Flexibility versus fairness? Organizational Dynamics, 29(4), 260-273.
Rousseau, D. M. (2005). I-deals: Idiosyncratic deals employees’ bargain for themselves. New York, NY: M.E. Sharpe, 1-276.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994.
Rousseau, D.M. & Kim, T.G. (2006). When workers bargain for themselves: Idiosyncratic deals and the nature of the employment relationships. Paper presented at the British Academy of Management Conference, Belfast, Ireland.
Rousseau, D.M. (2005). I-Deals: Idiosyncratic Deals Employees Bargain for Themselves, M.E. Sharpe, New York, NY.
Schwarzer, R., & Jerusalem, M. (1995). Measures in Health Psychology: A User’s Portfolio, Windsor.
Tang, Y., & Hornung, S. (2015). Work-family enrichment through I-Deals: evidence from Chinese employees. Journal of Managerial Psychology, 30 (8). 940-954.
Tang, Y., & Hornung, S. (2015). Work–family enrichment through I-deals: Evidence from Chinese employees. Journal of Managerial Psychology, 30(8), 940–954.
Ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. American Psychologist, 67(7), 545–556.
Tompson, H.B. & Werner, J.M. (1997). The impact of role conflict/facilitation on core and discretionary behaviors: testing a mediated model, Journal of Management, 23(4), 583-601.
Wang. P., Wang. S., Yao. X., & Hsu. I., (2019). John Lawler5, 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.
Wang. S. (2016). Cultivating work-family enrichment through idiosyncratic deals: mediating roles of family efficacy and job efficacy, Proceedings of the Academy of Organizational Culture, 21(1), 50-54.
_||_Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: Deconstructing flexibility, Personnel Psychology, 66(2), 345–376.
Andreassi, J. K., & Thompson, C.A. (2007). Dispositional and situational sources of control: Relative impact on work-family conflict and positive spillover. Journal of Managerial Psychology, 22(8), 722-740.
Ashforth, B.K., Kreiner, G.E. and Fugate, M. (2000). All in a day’s work: boundaries and micro role transitions, Academy of Management Review, 25(3), 472-491.
Barnes, C.M., Wagner, D.T. & Ghumman, S. (2012). Borrowing from sleep to pay work and family: expanding time‐based conflict to the broader nonwork domain, Personnel Psychology, 65(4), 789-819.
Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work–family interface: Development and validation of a work–family enrichment scale. Journal of Vocational Behavior, 68(1), 131–164.
Davis. A. S., Van der Heijden. B. I. J. M. (2018). Reciprocity matters: Idiosyncratic deals to shape the psychological contract and foster employee engagement in times of austerity. Human Resource Development Quarterly, 29(4), 329-355.
Gist, M. E., & Mitchell, T. R. (1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183–211.
Grandey, A. A., & Cropanzano, R. C. (1999). The conservation of resources model applied to work–family conflict and strain. Journal of Vocational Behavior, 54(2), 350–370.
Grant, A.M. & Hofmann, D.A. (2011). Role expansion as a persuasion process: the interpersonal influence dynamics of role redefinition, Organizational Psychology Review, 1(1), 9-31.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work–family enrichment. Academy of Management Review, 31(1), 72-92.
Heras, L. M., Rofcanin, Y., 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.
Hornung, S., Rousseau, D.M., Glaser, J., Angerer, P. & Weigl, M. (2010), Beyond top-down and bottom-up work redesign: customizing job content through idiosyncratic deals. Journal of Organizational Behavior, 31 (2), 187-215.
Kelly, C. M., Rofcanin. Y., Heras. M. L., Ogbonnaya. C. & Marescaux. E. (2020). Seeking an ideal balance: Schedule flexibility i-deals as mediating mechanisms between supervisor emotional support and employee work and family performance. Journal of Vocational Behavior, 118, 1-17.
Lazarus, R.S. & Folkman, S. (1984). Stress, Appraisal, and Coping, Springer, New York, NY, 1-456.
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(1), 9–29.
Liu, J., Lee, C., Hui, C., Kwan, H. K., & Wu, L.-Z. (2013). Idiosyncratic deals and employee outcomes: The mediating roles of social exchange and self-enhancement and the moderating role of individualism. Journal of Applied Psychology, 98(5), 832–840.
Livingston, B.A. (2014). Bargaining behind the scenes: spousal negotiation, labor, and work-family burnout, Journal of Management, 40(4), 949-977.
Ng. T.W.H. & Feldman. D. C., (2010). Idiosyncratic deals and organizational commitment, Journal of Vocational Behavior, 76 (3), 419–427.
Oostrom. J. K., Pennings. M., & Matthijs Bal. P. (2016). How do idiosyncratic deals contribute to the employability of older workers? Career Development International, 21(2), 176-192.
Quinn, R.W., Spreitzer, G.M. & Lam, C.F. (2012). Building a sustainable model of human energy in organizations: exploring the critical role of resources, The Academy of Management Annals, 6(1), 337-396.
Rofcanin, Y., Kiefer, T., & Strauss, K. (2017). What seals the I-deal? Exploring the role of employees’ behaviors and managers’ emotions. Journal of Occupational and Organizational Psychology, 90(2).
Rousseau, D. M. (2001). Idiosyncratic deals: Flexibility versus fairness? Organizational Dynamics, 29(4), 260-273.
Rousseau, D. M. (2005). I-deals: Idiosyncratic deals employees’ bargain for themselves. New York, NY: M.E. Sharpe, 1-276.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994.
Rousseau, D.M. & Kim, T.G. (2006). When workers bargain for themselves: Idiosyncratic deals and the nature of the employment relationships. Paper presented at the British Academy of Management Conference, Belfast, Ireland.
Rousseau, D.M. (2005). I-Deals: Idiosyncratic Deals Employees Bargain for Themselves, M.E. Sharpe, New York, NY.
Schwarzer, R., & Jerusalem, M. (1995). Measures in Health Psychology: A User’s Portfolio, Windsor.
Tang, Y., & Hornung, S. (2015). Work-family enrichment through I-Deals: evidence from Chinese employees. Journal of Managerial Psychology, 30 (8). 940-954.
Tang, Y., & Hornung, S. (2015). Work–family enrichment through I-deals: Evidence from Chinese employees. Journal of Managerial Psychology, 30(8), 940–954.
Ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. American Psychologist, 67(7), 545–556.
Tompson, H.B. & Werner, J.M. (1997). The impact of role conflict/facilitation on core and discretionary behaviors: testing a mediated model, Journal of Management, 23(4), 583-601.
Wang. P., Wang. S., Yao. X., & Hsu. I., (2019). John Lawler5, 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.
Wang. S. (2016). Cultivating work-family enrichment through idiosyncratic deals: mediating roles of family efficacy and job efficacy, Proceedings of the Academy of Organizational Culture, 21(1), 50-54.