معاملات غیرمتعارف و غنی‌سازی کار و خانواده؛ نقش تعدیلگر خودکارآمدی
الموضوعات :
الهام ابراهیمی
1
(
استادیار گروه مدیریت، پژوهشگاه علوم انسانی و مطالعات فرهنگی، تهران، ایران
)
الکلمات المفتاحية: خودکارآمدی, معاملات غیر متعارف, معاملات انعطاف‌پذیر, معاملات توسعه‌ای, غنی‌سازی کار و خانواده,
ملخص المقالة :
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.
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.
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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.
