The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees.
A matched supervisor–subordinate sample context drawn from a security organization in Chile (N = 3,624 subordinates matched with 107 supervisors) was used which is an unrepresented context in research on i-deals.
Results from multi-level analyses reveal that the interaction of performance motivation of subordinates and flexibility i-deals matters to performance motivation of subordinates. In turn, performance motivation reduces turnover intentions and work–family conflict of subordinates.
The findings from multi-level structural equation modelling supported our hypotheses and offered interesting implications for the i-deals literature and practitioners. Our findings highlight (1) the importance of being performance driven to obtain flexibility i-deals and (2) the enabling role of performance-oriented supervisors.
Flexibility i-deals act as mechanism that translate the impact of performance motivation on key work and non-work outcomes and can be considered as important HR tools for employees and managers.
This research highlights the importance of performance motivation to obtain i-deals and emphasises that the motivation of supervisors is key to enable these deals. Furthermore, the context of this research, which is a security organisation, is important as research to date has been conducted in Western and corporate settings.
- Flexibility i-deals
- Performance motivation
- Turnover intentions
- Work–family conflict
ASJC Scopus subject areas
- Applied Psychology
- Organizational Behavior and Human Resource Management