title: Idiosyncratic deals and employee outcomes: the mediating roles of social exchange and self-enhancement and the moderating role of individualism.
abstract: The majority of studies on idiosyncratic employment arrangements ("i-deals") are based on social exchange theory. The authors suggest that self-enhancement theory, in addition to social exchange, can be used to explain the effects of i-deals. Using a multisource sample including 230 employees and 102 supervisors from 2 Chinese companies, the authors adopt a 3-wave lagged design to examine the mediating roles of social exchange and self-enhancement and the moderating role of individualism in the relationships between i-deals and employee outcomes, as indicated by proactive behaviors and affective commitment. The results of bootstrapping analyses confirm the mediating effects of social exchange and self-enhancement. In addition, employees with high levels of individualism are more receptive to self-enhancement effects; in contrast, employees with low levels of individualism are more receptive to social exchange effects.
authors.affiliation: School of Business.
authors.forename: Jun
authors.initials: J
authors.lastname: Liu
authors.forename: Cynthia
authors.initials: C
authors.lastname: Lee
authors.forename: Chun
authors.initials: C
authors.lastname: Hui
authors.forename: Ho Kwong
authors.initials: HK
authors.lastname: Kwan
authors.forename: Long-Zeng
authors.initials: LZ
authors.lastname: Wu
mesh_terms: D000328:Adult; D002681:China; D004651:Employment / Q000523:psychology*; D005260:Female; D006801:Humans; D007206:Individuality; D007398:Interpersonal Relations; D007857:Leadership; D008297:Male; D010558:Personnel Loyalty; D010559:Personnel Management / Q000379:methods; D012649:Self Concept; D012919:Social Behavior; D013192:Staff Development / Q000379:methods*; D011795:Surveys and Questionnaires