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

Yasin Rofcanin, Mine Afacan Findikli, Mireia Las Heras, Can Ererdi

Research output: Chapter or section in a book/report/conference proceedingChapter or section


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.
Original languageEnglish
Title of host publicationIdiosyncratic Deals at Work: Exploring Individual, Organizational, and Societal Perspectives
EditorsSmriti Anand, Yasin Rofcanin
Place of PublicationCham, Switzerland
PublisherPalgrave Macmillan
Number of pages24
ISBN (Electronic)9783030885168
ISBN (Print)9783030885151
Publication statusPublished - 21 Apr 2022


Dive into the research topics of 'Idiosyncratic Deals and Individualization of Human Resource Management Practices: The Growth of HR Differentiation'. Together they form a unique fingerprint.

Cite this