Idiosyncratic deals breach and occupational and organizational disidentification: The moderating role of perceived occupational prestige and career stage

Document Type : Research Paper

Author

Associate professor, Management Department, Institute for Humanities and Cultural Studies, Tehran, Iran

Abstract

Researchers, both domestic and foreign, have extensively studied the positive aspect of identity in the realms of work and organization, known as "occupational/organizational identification". However, comparatively less attention has been given to its negative counterpart, termed "occupational/organizational disidentification". The primary objective of this paper is to explore the impact of idiosyncratic deals breach on occupational and organizational disidentification. The study further investigates the mediating role of perceived organizational support, along with the moderating influence of perceived organizational prestige and career stage. This research is an applied one in terms of purpose, and employs descriptive-survey methodology to collect relevant data. The study employed a statistical population comprising employees of four financial technology (fintech) companies from which a minimum sample of 293 individuals was selected using G-Power software and relevant tests. The collected data were subjected to analysis via structural equation modeling and partial least squares approach utilizing Smart-PLS3 software. Results indicated that while idiosyncratic deals breach had a significant effect on organizational disidentification, no direct relationship with occupational disidentification was established. However, idiosyncratic deals breach had a significant influence on both occupational and organizational disidentification through perceived organizational support as the mediating variable. Although perceived occupational prestige, as a moderating variable, did not affect the relationship between idiosyncratic deals breach and occupational disidentification, career stage exerted a significant moderating effect on the relationship between idiosyncratic deals breach and organizational disidentification. This research contributes to a comprehensive understanding of identity and the spectrum of "identification-disidentification," which can aid managers in shaping their policies by paying greater attention to the factors that create or moderate disidentification in both work and organizational settings.

Keywords

Main Subjects

References

  1. آذر، عادل و ویشلقی، مهدیه (1401)، تأثیر قراردادهای نامتعارف بر عملکرد نوآورانه: تحلیل نقش میانجی دلبستگی شغلی و توانمندسازی روان‌شناختی (موردمطالعه: شرکت‌های هواپیمایی ایران)، مطالعات رفتار سازمانی، دوره یازدهم، شماره دوم: 33-62.
  2. ابراهیمی، الهام (1401)، معاملات غیرمتعارف و غنی‌سازی کار و خانواده؛ نقش تعدیل‌گر خودکارآمدی، مدیریت بهره‌وری، دوره شانزدهم، شماره اول: 251-227.
  3. قلی‌پور، رحمت‌اله؛ امیری، علی‌نقی؛ مهدی‌زاده، محمدرضا و زمانی‌فر، محسن (1392)، شناسایی عوامل موثر بر ماندگاری کارکنان دانشی در شرکت پالایش و پخش فرآورده‌های نفتی ایران. مدیریت فرهنگ سازمانی، دوره یازدهم، شماره دوم: 133-161.
  4. کاووسی، سیده‌الهه؛ فانی، علی‌اصغر؛ دانایی‌فرد، حسن و نیری، شهرزاد (1400)، تبیین علل ترک خدمت کارکنان در شرکت‌های دانش‌بنیان ایرانی و ارائه راهکار: بررسی نقش جبران خدمات، پژوهش‌های مدیریت عمومی، دوره چهاردهم، شماره پنجاه و سه: 89-114.
  5. گل‌پرور، محسن؛ حسین‌زاده، خیراله؛ عابدینی، مائده و اشجع، آرزو (1393)، الگوی ساختاری نقض قرارداد روان‌شناختی، تعهد سازمانی، ترک خدمت، رضایت شغلی و رفتارهای انحرافی، پژوهش‌های علوم شناختی و رفتاری، دوره چهارم، شماره اول: 55-70.
  6. محسنین، شهریار و اسفیدانی، محمدرحیم (1396)، معادلات ساختاری مبتنی‌بر رویکرد حداقل مربعات جزئی به کمک نرم‌افزار Smart-PLS، تهران: نشر کتاب مهربان.
  7. مهرگان، محمدرضا و سیدکلالی، نادر (1391)، بررسی ارتباط میان عوامل مؤثر بر ترک خدمت دانشگرانICT  در صنعت ارتباطات همراه ایران با استفاده از متدولوژی نقشه‏های شناختی فازی، پژوهش‌های مدیریت عمومی، دوره پنجم، شماره هجدهم: 25-44.
  8. ویشقلی، مهدیه و رستگار، عباسعلی (1400)، تأثیر قراردادهای نامتعارف بر انحراف خلاق: تحلیل نقش میانجی خودبرتربینی روان‌شناختی و آوای سازنده کارکنان (مورد‌مطالعه: شرکت ارتباطات مبین نت)، پژوهش‌های مدیریت منابع سازمانی، دوره یازدهم، شماره چهارم: 159-181.
  9. Akyurek, S. S., & Can, O. (2022, May). Illegitimate tasks and occupational outcomes: the impact of vertical collectivism. In Evidence-Based HRM: A Global Forum for Empirical Scholarship (Vol. 10, No. 2, pp. 155-173). Emerald Publishing Limited.
  10. Albert, S., & Whetten, D. A. (1985). Organizational identity. In L. L. Cummings, & B. M. Staw (Eds.), Research in organizational behavior, 7. (pp. 263–295) Greenwich, CT: JAI Press.
  11. Aselage, J., Eisenberger, R. (2003). Perceived Organizational Support and Psychological Contracts: A Theoretical Integration. Journal of Organizational Behavior, 24(5), 491-509
  12. Ashforth, B., Joshi, M., Anand, V. and O’Leary-Kelly, A. (2013), Extending the expanded model of organizational identification to occupations, Journal of Applied Social Psychology, 43(12), 2426-2448.
  13. Bentein, K., Garcia, A., Guerrero, S., & Herrbach, O. (2017). How does social isolation in a context of dirty work increase emotional exhaustion and inhibit work engagement? A process model. Personnel Review, 46 (8), 1620-1634.
  14. Bharadwaj, S., Khan, N.A. and Yameen, M. (2022), Unbundling employer branding, job satisfaction, organizational identification and employee retention: a sequential mediation analysis, Asia-Pacific Journal of Business Administration, 14 (3), 309-334.
  15. Chaokromthong, K., & Sintao, N. (2021). Sample size estimation using Yamane and Cochran and Krejcie and Morgan and green formulas and Cohen statistical power analysis by G* Power and comparisions. Apheit International Journal, 10(2), 76-86.
  16. Dhanpat, N., & Legoabe, L. (2022). Establishing idiosyncratic deals (i-deals) as a precursor to work role performance. International Journal of Research in Business and Social Science, 11(4), 106-117.
  17. Ding, C. G., & Chang, Y. W. (2020). Effects of task and work responsibilities idiosyncratic deals on perceived insider status and the moderating roles of perceived overall justice and coworker support. Review of Managerial Science, 14(6), 1341-1361
  18. Edwards, M.R., 2005. Organizational identification: a conceptual and operational review. International Journal of Managements Review, 7 (4), 207–230.
  19. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42-51.
  20. Elsbach, K. D., & Bhattacharya, C. B. (2001). Defining who you are by what you're not: Organizational disidentification and the National Rifle Association. Organization Science, 12, 393–413.
  21. Feldman, D. C. (2002a). Stability in the midst of change: a developmental perspective on the study of careers. In D. C. Feldman (Ed.), Work careers: A developmental perspective (pp. 3–26). San Francisco: Jossey-Bass.
  22. Ho, V. T., & Kong, D. T. (2015). Exploring the signaling function of idiosyncratic deals and their interaction. Organizational Behavior and Human Decision Processes, 131, 149-161.
  23. Hobfoll, S. (1989), Conservation of resources: a new attempt at conceptualizing stress, American Psychologist, 44(3), 513-524.
  24. Jahanzeb, S., De Clercq, D., & Fatima, T. (2021). Organizational injustice and knowledge hiding: the roles of organizational dis-identification and benevolence. Management Decision, 59(2), 446-462.
  25. Kalkman, J. P. (2022). The lived experience of organizational disidentification: how soldiers feel betrayed, dissociate, and suffer. Culture and Organization, 29(1), 1-18.
  26. Kreiner, G. E., & Ashforth, B. E. (2004). Evidence toward an expanded model of organizational identification. Journal of Organizational Behavior, 25(1), 1-27.
  27. Kumar Mishra, S. (2014). Linking perceived organizational support to emotional labor. Personnel review, 43(6), 845-860.
  28. Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.
  29. Lai, J. Y., Chan, K. W., & Lam, L. W. (2013). Defining who you are not: The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention. Journal of Business Research, 66(9), 1659-1666.
  30. Lange, D. A., Schinoff, B., & Ashforth, B. E. (2022). Foiled! How Being Targeted as an Identity Contrast Can Affect the Organization and How Others See It. Academy of Management Proceedings, 1,15103-1521.
  31. Liu, Y., Loi, R., & Lam, L. W. (2011). Linking organizational identification and employee performance in teams: The moderating role of team–member exchange. International Journal of Human Resource Management, 22, 3187–3201.
  32. Ma, C., Yang, B., & Shen, Y. (2022). Linking organizational identification with employee outcomes: A moderated mediation model. Journal of Personnel Psychology, 21(4), 175–184.
  33. Mackintosh, C., & McDermott, A. M. (2023). The implications of market-based versus supportive idiosyncratic deal pathways. Group & Organization Management, 48(1), 125-155.
  34. Mael, F. and Ashforth, B. (1992), Alumni and their alma mater: a partial test of the reformulated model of organizational identification, Journal of Organizational Behavior, 13(2), 103-123.
  35. Milkovich, G., Newman, J. & Gerhart, B. (2016). Compensation, New York: McGraw-Hill.
  36. Ng, T. W., & Feldman, D. C. (2007). Organizational embeddedness and occupational embeddedness across career stages. Journal of Vocational Behavior, 70(2), 336-351.
  37. Ng, T. W., & Feldman, D. C. (2012). Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment. Human Relations, 65(11), 1463-1486.
  38. Ng. T.W.H. & Feldman. D. C., (2010). Idiosyncratic deals and organizational commitment, Journal of Vocational Behavior, 76 (3), 419–427.
  39. Ning, N., & Zhaoyi, L. (2017). Psychological contract breach, organizational disidentification, and employees' unethical behavior: Organizational ethical climate as moderator. Social Behavior and Personality: an international journal, 45(9), 1409-1424.
  40. Rani, H., Arain, G. A., Kumar, A., & Shaikh, I. R. (2018). Interplay between trust and distrust in the workplace: examining the effect of psychological contract breach on organizational disidentification. Journal of Asia Business Studies, 12(1), 1-16.
  41. Ronnqvist, R., Vuori, T. O., & Nurmi, N. (2020). Accepting, Justifying, and Resisting Identity Separation: Disidentification Processes During Layoffs. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 14807). Briarcliff Manor, NY.
  42. Rosen, C.C., Slater, D.J. and Johnson, R.E. (2013), Let’s make a deal: development and validation of the ex-post i-deals scale, Journal of Management, 39 (3), 709-742.
  43. Rousseau, D. M. (2001). The idiosyncratic deal: Flexibility versus fairness? Organizational Dynamics, 29(4), 260–273.
  44. Rousseau, D.M., Ho, V.T. and Greenberg, J. (2006), I-deals: idiosyncratic terms in employment relationships, Academy of Management Review, 31 (4), 977-994.
  45. Rousseau, M. D., Tomprou, M., & Simosi, M. (2016). Negotiating flexible and fair idiosyncratic deals (i-deals). Organizational dynamics: a quarterly review of organizational behavior for professional managers. 45, 185-196.
  46. Schacter, D. L. (2001). The seven sins of memory: How the mind forgets and remembers. Boston: Houghton Mifflin.
  47. Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3-30.
  48. Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3-30.
  49. Sluss, D. M., Klimchak, M., & Holmes, J. J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification. Journal of vocational behavior, 73(3), 457-464.
  50. Sun, N., Song, H., & Li, H. (2021). Idiosyncratic deals and occupational well-being in the hospitality industry: the mediating role of organization-based self-esteem. International Journal of Contemporary Hospitality Management, 33(10), 3797-3813
  51. Tajfel, H. and Turner, J. (1986), The social identity theory of intergroup behavior, in Worchel, S. and Austin, W. (Eds), Psychology of Intergroup Relations, 2nd ed., Nelson-Hall, Chicago, IL, pp. 7-24.
  52. Turner, J. C. (1987). Rediscovering the social group: A self-categorization theory. New York: Blackwell.
  53. Turner, P. (2001). The occupational prestige of physiotherapy: perceptions of student physiotherapists in Australia. Australian Journal of Physiotherapy, 47(3), 191-197.
  54. Uchenwoke, C. I., Mba, O. C., Anieto, I. B., Ede, S. S., Ezeukwu, A. O., & Okoh, C. F. (2023). The Occupational Prestige of the Physiotherapy Profession: Perception of Physiotherapy Students. International Journal of Medicine and Health Development, 28(2), 107-113
  55. Von Sichart, G. (2019). Idiosyncratic deals and psychological contract fulfilment for older workers: the mediating role of entitlement and obligation, Doctoral dissertation, University of Pretoria.
  56. Zagenczyk, T. J., Cruz, K. S., Woodard, A. M., Walker, J. C., Few, W. T., Kiazad, K., & Raja, M. (2013). The moderating effect of Machiavellianism on the psychological contract breach–organizational identification/disidentification relationships. Journal of Business and Psychology, 28, 287-299.
  57. Zagenczyk, T. J., Gibney, R., Few, W. T., & Scott, K. L. (2011). Psychological contracts and organizational identification: The mediating effect of perceived organizational support. Journal of Labor Research, 32, 254–281.
  58. Zhao, H. A. O., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: a meta‐analysis. Personnel psychology, 60(3), 647-680.
  59.  

Files

Share

How to cite

Statistics