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Understanding flexibility i-deals

OAI: oai:purehost.bath.ac.uk:openaire_cris_publications/503eaccb-6900-4f79-a5a2-dedb3f4949be • DOI: https://doi.org/10.1108/PR-08-2019-0419
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Abstract


Purpose

The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees.
Design/methodology/approach

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.
Findings

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.
Research limitations/implications

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.

Practical implications

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.
Originality/value

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.