Research Article


DOI :10.26650/ibr.2019.48.0016   IUP :10.26650/ibr.2019.48.0016    Full Text (PDF)

Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes

Eda ÇalışkanAlev Torun

Idiosyncratic deals (I-deals), which can be defined as individualized work agreements between an employee and a manager, have emerged as one of the most important tools of differentiation perspective in Human Resource Management Practices. In this study, the positive contribution of individualized human resources practices and more specifically, the contribution of I-deals to individual and organizational outcomes were examined through a qualitative research carried out with employees working in private sector, Turkey. Findings revealed that propositions of past research on I-deals mainly hold in Turkey. As a result of the qualitative analysis, agile and authentic leadership styles are proposed to be required for successful I-deal negotiations. From the employee side, self-esteem and self-efficacy are also proposed to have a positive impact on I-deals. It is recommended that through a Team Deal, team members may set their own team dynamics with the leader and can have an agreement with other team members on supporting each other when schedules are tough, or they can also strike different agreements. Employee resilience is suggested as a positive outcome of I-deals, and Team Deal is recommended as a solution to co-workers’ reactions.


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APA

Çalışkan, E., & Torun, A. (2019). Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes. Istanbul Business Research, 48(1), 36-63. https://doi.org/10.26650/ibr.2019.48.0016


AMA

Çalışkan E, Torun A. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes. Istanbul Business Research. 2019;48(1):36-63. https://doi.org/10.26650/ibr.2019.48.0016


ABNT

Çalışkan, E.; Torun, A. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes. Istanbul Business Research, [Publisher Location], v. 48, n. 1, p. 36-63, 2019.


Chicago: Author-Date Style

Çalışkan, Eda, and Alev Torun. 2019. “Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes.” Istanbul Business Research 48, no. 1: 36-63. https://doi.org/10.26650/ibr.2019.48.0016


Chicago: Humanities Style

Çalışkan, Eda, and Alev Torun. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes.” Istanbul Business Research 48, no. 1 (May. 2024): 36-63. https://doi.org/10.26650/ibr.2019.48.0016


Harvard: Australian Style

Çalışkan, E & Torun, A 2019, 'Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes', Istanbul Business Research, vol. 48, no. 1, pp. 36-63, viewed 18 May. 2024, https://doi.org/10.26650/ibr.2019.48.0016


Harvard: Author-Date Style

Çalışkan, E. and Torun, A. (2019) ‘Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes’, Istanbul Business Research, 48(1), pp. 36-63. https://doi.org/10.26650/ibr.2019.48.0016 (18 May. 2024).


MLA

Çalışkan, Eda, and Alev Torun. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes.” Istanbul Business Research, vol. 48, no. 1, 2019, pp. 36-63. [Database Container], https://doi.org/10.26650/ibr.2019.48.0016


Vancouver

Çalışkan E, Torun A. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes. Istanbul Business Research [Internet]. 18 May. 2024 [cited 18 May. 2024];48(1):36-63. Available from: https://doi.org/10.26650/ibr.2019.48.0016 doi: 10.26650/ibr.2019.48.0016


ISNAD

Çalışkan, Eda - Torun, Alev. Individualized HR Practices and Idiosyncratic Deals (I-Deals) and the Expected Positive Individual and Organizational Outcomes”. Istanbul Business Research 48/1 (May. 2024): 36-63. https://doi.org/10.26650/ibr.2019.48.0016



TIMELINE


Submitted09.08.2018
Last Revision23.03.2019
Accepted20.05.2019
Published Online25.06.2019

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