Essec\Faculty\Model\Contribution {#2233
  #_index: "academ_contributions"
  #_id: "2880"
  #_source: array:26 [
    "id" => "2880"
    "slug" => "what-seals-the-i-deal-exploring-the-role-of-employees-behaviours-and-managers-emotions"
    "yearMonth" => "2017-06"
    "year" => "2017"
    "title" => "What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions"
    "description" => "ROFCANIN, Y., KIEFER, T. et STRAUSS, K. (2017). What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions. <i>Journal of Occupational and Organizational Psychology</i>, 90(2), pp. 203-224."
    "authors" => array:3 [
      0 => array:3 [
        "name" => "STRAUSS Karoline"
        "bid" => "B00682978"
        "slug" => "strauss-karoline"
      ]
      1 => array:1 [
        "name" => "ROFCANIN Y."
      ]
      2 => array:1 [
        "name" => "KIEFER T."
      ]
    ]
    "ouvrage" => ""
    "keywords" => []
    "updatedAt" => "2021-09-24 10:33:27"
    "publicationUrl" => "https://doi.org/10.1111/joop.12168"
    "publicationInfo" => array:3 [
      "pages" => "203-224"
      "volume" => "90"
      "number" => "2"
    ]
    "type" => array:2 [
      "fr" => "Articles"
      "en" => "Journal articles"
    ]
    "support_type" => array:2 [
      "fr" => "Revue scientifique"
      "en" => "Scientific journal"
    ]
    "countries" => array:2 [
      "fr" => null
      "en" => null
    ]
    "abstract" => array:2 [
      "fr" => "Idiosyncratic deals (I-deals) are work arrangements between an employee and a manager, aimed at meeting the employee's specific work-related needs (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY). Studies to date have focused on the effects of successful I-deal negotiations, but have paid little attention to what determines whether negotiated I-deals are also obtained. We propose that managers play a crucial role in this process, and explore the role of managers' emotions in translating negotiation into obtainment. We suggest that I-deals are more likely to be obtained when managers feel more positive and less negative about an employee's I-deal process in the aftermath of the negotiation. We then aim to determine what shapes managers' emotions about the I-deal process. Given that I-deals are intended to be beneficial for the entire team (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY), we expect that managers feel more positive about the I-deal process of employees who engage in socially connecting behaviours following their I-deal negotiation. In contrast, managers feel more negative about the I-deal process of employees who engage in socially disconnecting behaviours. Results from a two-wave study of employees and their managers supported our hypotheses. Our findings contribute to research on I-deals by distinguishing between the negotiation and obtainment of I-deals and by highlighting the role of managers' emotions in translating negotiated I-deals into obtainment and the importance of employees' socially connecting and disconnecting behaviours following I-deal negotiations."
      "en" => "Idiosyncratic deals (I-deals) are work arrangements between an employee and a manager, aimed at meeting the employee's specific work-related needs (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY). Studies to date have focused on the effects of successful I-deal negotiations, but have paid little attention to what determines whether negotiated I-deals are also obtained. We propose that managers play a crucial role in this process, and explore the role of managers' emotions in translating negotiation into obtainment. We suggest that I-deals are more likely to be obtained when managers feel more positive and less negative about an employee's I-deal process in the aftermath of the negotiation. We then aim to determine what shapes managers' emotions about the I-deal process. Given that I-deals are intended to be beneficial for the entire team (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY), we expect that managers feel more positive about the I-deal process of employees who engage in socially connecting behaviours following their I-deal negotiation. In contrast, managers feel more negative about the I-deal process of employees who engage in socially disconnecting behaviours. Results from a two-wave study of employees and their managers supported our hypotheses. Our findings contribute to research on I-deals by distinguishing between the negotiation and obtainment of I-deals and by highlighting the role of managers' emotions in translating negotiated I-deals into obtainment and the importance of employees' socially connecting and disconnecting behaviours following I-deal negotiations."
    ]
    "authors_fields" => array:2 [
      "fr" => "Management"
      "en" => "Management"
    ]
    "indexedAt" => "2024-12-27T12:21:46.000Z"
    "docTitle" => "What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions"
    "docSurtitle" => "Articles"
    "authorNames" => "<a href="/cv/strauss-karoline">STRAUSS Karoline</a>, ROFCANIN Y., KIEFER T."
    "docDescription" => "<span class="document-property-authors">STRAUSS Karoline, ROFCANIN Y., KIEFER T.</span><br><span class="document-property-authors_fields">Management</span> | <span class="document-property-year">2017</span>"
    "keywordList" => ""
    "docPreview" => "<b>What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions</b><br><span>2017-06 | Articles </span>"
    "docType" => "research"
    "publicationLink" => "<a href="https://doi.org/10.1111/joop.12168" target="_blank">What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions</a>"
  ]
  +lang: "fr"
  +"_type": "_doc"
  +"_score": 8.957939
  +"parent": null
}