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Acta Psychologica Sinica    2020, Vol. 52 Issue (1) : 81-92     DOI: 10.3724/SP.J.1041.2020.00081
Reports of Empirical Studies |
The influence of idiosyncratic deals on employee proactive career behavior and creativity
LUO Ping1,SHI Junqi1(),ZHU Yanni2,FANG Yanran3
1 Lingnan (University) College, Sun Yat-sen University, Guangzhou 510275, China
2 Faculty of Hospitality and Tourism Management, Macau University of Science and Technology, Macau 00853, China
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Abstract  

Idiosyncratic deals (simplified as “i-deals”) refer to personalized employment arrangements in order to meet both employees and their employers’ benefits. Drawing on self-determination theory (SDT), the current study investigated the relationship between i-deals and the two important employee work outcomes (i.e., proactive career behavior and creativity) by focusing on the mediating role of psychological needs satisfaction (i.e., competence need satisfaction, autonomy need satisfaction and relatedness need satisfaction) and the moderating role of workload.
Three time points of data were collected from 230 supervisor-subordinate dyads in 40 work teams within Guangzhou and Shenzhen. At Time 1, subordinates reported i-deals and provided demographic information. At Time 2, subordinates responded to measures of workload, competence need satisfaction, autonomy need satisfaction, and relatedness need satisfaction. At Time 3, supervisors rated their subordinates’ creativity, and employees self-reported their own proactive career behavior.
Results showed that: (1) i-deals was positively related to all three forms of employees’ psychological needs satisfaction (competence need satisfaction, autonomy need satisfaction, and relatedness need satisfaction); (2) i-deals was positively associated with both employee proactive career behavior and creativity; (3) competence need satisfaction mediated the relationship between i-deals and the two employee work outcomes (i.e., proactive career behavior and creativity), whereas the mediating effect of autonomy and relatedness need satisfaction was not significant; (4) workload strengthened the positive relationship between i-deals and employee competence / autonomy need satisfaction, as well as the indirect effect of i-deals on proactive career behavior and creativity via competence need satisfaction.
The current study contributes to the literature in two aspects. First, drawing on SDT, we identified the mediating mechanism of psychological need satisfaction (competence need satisfaction in specific) in understanding the influence of i-deals on employee’s proactive career behavior and creativity. Second, in testing the moderating role of workload on the effects of i-deals and its outcomes, we clarified the boundary condition of the positive effects of i-deals. The theoretical contributions and practical implications of the results were discussed.

Keywords idiosyncratic deals      needs satisfaction      proactive career behavior      creativity      workload     
ZTFLH:  B849:C93  
Corresponding Authors: Junqi SHI     E-mail: shijq3@mail.sysu.edu.cn
Issue Date: 21 November 2019
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Ping LUO
Junqi SHI
Yanni ZHU
Yanran FANG
Cite this article:   
Ping LUO,Junqi SHI,Yanni ZHU, et al. The influence of idiosyncratic deals on employee proactive career behavior and creativity[J]. Acta Psychologica Sinica, 2020, 52(1): 81-92.
URL:  
http://journal.psych.ac.cn/xlxb/EN/10.3724/SP.J.1041.2020.00081     OR     http://journal.psych.ac.cn/xlxb/EN/Y2020/V52/I1/81
  
模型 χ2 df RMSEA CFI Δχ2 Δdf p
七因子模型 1826.18 1246 0.05 0.90 - - -
五因子模型 2036.01 1257 0.05 0.86 209.83 11 0.00
四因子模型 2585.48 1254 0.07 0.77 759.30 8 0.00
三因子模型 3067.51 1267 0.08 0.69 1241.34 21 0.00
二因子模型 4136.25 1273 0.10 0.50 2310.07 27 0.00
单因子模型 4454.18 1274 0.10 0.44 2628.00 28 0.00
  
变量名称 M SD 1 2 3 4 5 6 7 8 9 10
1 年龄 28.30 6.17 -
2 性别 0.58 0.49 -0.12 -
3 工作年限 3.76 3.62 0.75** -0.07 -
4 个性化工作协议 3.39 0.61 0.00 -0.01 -0.05 (0.89)
5 工作负荷 3.12 0.59 -0.07 -0.09 -0.11 -0.01 (0.83)
6 能力需求满足 3.73 0.49 0.07 -0.08 0.01 0.21** -0.04 (0.76)
7 自主需求满足 3.80 0.52 -0.03 -0.09 -0.14* 0.26** 0.37** 0.55** (0.77)
8 关系需求满足 3.74 0.47 -0.05 0.01 -0.08 0.14* -0.02 0.46** 0.38** (0.70)
9 主动性职业行为 3.67 0.47 -0.04 -0.19** -0.11 0.48** 0.05 0.35** 0.36** 0.33** (0.88)
10 创造力 3.46 0.51 -0.05 0.03 0.04 0.25** -0.13 0.26** 0.17* 0.19** 0.38** (0.89)
  
变量 模型一
能力需求满足 自主需求满足 关系需求满足 主动性职业行为 创造力
估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误
年龄 0.01 0.01 0.01 0.01 0.00 0.01 0.00 0.01 -0.02* 0.01
性别 -0.07 0.06 -0.09 0.07 0.00 0.06 -0.18** 0.05 0.02 0.07
工作年限 -0.01 0.01 -0.04* 0.01 -0.01 0.01 -0.02 0.01 0.03* 0.01
个性化工作协议 0.16** 0.05 0.21** 0.05 0.10* 0.05 0.36** 0.04 0.22** 0.05
R2 0.06 0.10 0.02 0.27 0.10
  
变量 模型二
能力需求满足 自主需求满足 关系需求满足 主动性职业行为 创造力
估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误
年龄 0.01 0.01 0.01 0.01 0.00 0.01 0.00 0.01 -0.02* 0.01
性别 -0.07 0.06 -0.09 0.07 0.00 0.06 -0.16** 0.05 0.04 0.06
工作年限 -0.01 0.01 -0.04* 0.01 -0.01 0.01 -0.01 0.01 0.03* 0.01
个性化工作协议 0.16** 0.05 0.21** 0.05 0.10* 0.05 0.31** 0.04 0.17** 0.05
能力需求满足 0.15** 0.04 0.22** 0.08
自主需求满足 0.08 0.06 0.00 0.07
关系需求满足 0.15** 0.04 0.06 0.07
R2 0.06 0.10 0.02 0.34 0.14
  
变量 模型三
能力需求满足 自主需求满足 关系需求满足 主动性职业行为 创造力
估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误 估计值 标准误
年龄 0.01 0.01 0.01 0.01 0.00 0.01 0.00 0.01 -0.02* 0.01
性别 -0.06 0.06 -0.05 0.06 0.00 0.06 -0.16** 0.05 0.03 0.06
工作年限 -0.01 0.01 -0.03* 0.01 -0.01 0.01 -0.01 0.01 0.03* 0.01
个性化工作协议 0.19** 0.05 0.24** 0.05 0.09 0.05 0.29** 0.04 0.16** 0.05
能力需求满足 0.15** 0.04 0.18* 0.08
自主需求满足 0.09 0.07 0.08 0.08
关系需求满足 0.15** 0.04 0.05 0.08
工作负荷 -0.06 0.05 0.30** 0.05 -0.01 0.05 0.01 0.05 -0.12 0.06
个性化工作协议×
工作负荷
0.22** 0.07 0.18* 0.07 -0.05 0.07 -0.08 0.06 -0.03 0.08
R2 0.10 0.25 0.03 0.34 0.14
  
  
  
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