This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction. The findings provide initial evidence of the links between i deals, OBSE and OWB and demonstrate how i-deals can address the practical problem of the shortage and loss of competent operational and administrative talent in the hospitality industry. This study is groundbreaking in its exploration of how various i-deals contribute to OWB through OBSE among middle- and high-level managerial staff. OBSE positively affected OWB, thereby mediating the relationships between the three types of i-deals and OWB. Follow-up interviews were conducted with 20 hotel managers to verify and lend additional support to the survey findings.īoth task i-deals and career and incentives i-deals positively affected OBSE and OWB, whereas flexibility i-deals negatively affected OBSE. The survey data were analyzed using structural equation modeling. In 2019, 679 questionnaires were distributed to middle- and high-level managerial staff who had worked in high-end hotels in China for at least 1 year, and 642 valid responses were collected. Purpose: This paper aims to investigate how different types of idiosyncratic deals (i-deals) in the hospitality industry enhance occupational well-being (OWB) through organization-based self-esteem (OBSE). Comparatively, factors such as matching employees’ competence, experience, and growth opportunities seem to be the most important for public-sector employees’ retirement preferences. Regarding retirement preferences, we found Task and Work Responsibilities to be related to later preferred retirement age, while, surprisingly, the opposite was ob- served for Workload Reduction, probably because individuals who received workload reductions also reported poorer health. Findings show that I-deals are generally less prevalent among women and older employees, as well as among those with poor health, in lower socioeconomic positions, and with shorter organizational tenure. Using confirmatory factor analysis and structural equation modeling, this study examines five areas of I-deals (i.e., Task and Work Responsibilities, Workload Reduction, Schedule Flexibility, Location Flexibility, and Financial Incentives) and their relationships with re- tirement preferences among Swedish public-sector employees aged 55 years or older (n = 4,499). Nevertheless, research on I-deals and retirement preferences remains scarce in the Nordic context, where collective agreements regulate conditions of employment and the employer–employee relationship. Given policies to extend working lives, negotiated individualized work arrange- ments-often called idiosyncratic deals (I-deals)-can be an informal and complementary approach to formal- ized age-management practices, improving the person–job fit and helping older workers extend their working lives. The study recommends adopting good quality LMX relationships to enhance the role of development idiosyncratic deals on employee performance among ICT firms.ĭespite working life prolongation having been at the center of the policy agenda in Europe for the last two decades, organizations’ engagement in formal age-management activities intended to strengthen older workers’ motivation and work ability appears limited. The study made contributions to the literature on idiosyncratic deals, employee performance, leader-member exchange quality as well, as the Social exchange theory. This study found a significant mediating role of LMX-quality on the relationship between development idiosyncratic deals and employee performance. The results supported the relationship between development idiosyncratic deals and employee performance and LMX quality and employee performance.
The direct hypotheses were tested using correlation analysis, while the mediation was tested using the Hayes Process macro model 4. Three hundred two responses were used for analysis after cleaning of data. The hypotheses were tested on a sample of 325 employees of ICT firms in Uganda, using a cross-sectional survey. The study is anchored on the social exchange theory. The purpose of this study was to examine employee performance through the development of Idiosyncratic deals and Leader-Member-Exchange-quality lens of antecedents. The changing nature of work has unearthed several antecedents of job performance. Employee performance has been at the helm of academic research over the years.