Exploring the impact of idiosyncratic deals on dimensions of perceived organizational justice: The moderating role of leader–member exchange

Document Type : Research Paper

Author

IHCS

Abstract

As the human resource management processes and methods shifts to customization, the concept of idiosyncratic deals as non-standardized personalized contracts between employees and employers has been the subject of interest in recent years. The purpose of this study was to investigate the impact of idiosyncratic deals on the dimensions of perceived organizational justice as well as examining the moderating role of leader-member exchange in these relationships. The research is applied in terms of purpose, and descriptive survey in terms of data collection. The statistical population of this study was branch staff of one of the big chain stores in Tehran and random cluster sampling method was applied. Standard questionnaires were used for data collection and structural equation modeling was performed using Smart PLS3.2.6 software. According to the results of the study, however, idiosyncratic deals did not have a significant effect on perceived distributive justice, it had a significant positive effect on perceived procedural and interactive justice. Also in the context of moderating relationships, the results showed that the leader-member exchange is a significant moderator in the relationship of idiosyncratic deals to perceived procedural and interactive justice, in a way that reinforces these relationships.

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References

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Organizational Behaviour Studies Quarterly
Volume 9, Issue 4 - Serial Number 36
December 2020
Pages 95-124

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