Anand, S., Hu, J., Vidyarthi, P., & Liden, R. C. (2018). Leader-member exchange as a linking pin in the idiosyncratic deals-performance relationship in workgroups. The Leadership Quarterly, 29(6), 698–708.
Anand, S., & Vidyarthi, P. (2015). Idiosyncratic deals in the context of workgroups. Idiosyncratic deals between employees and organizations: Conceptual issues, applications, and the role of coworkers, 92–106.
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970–988.
Aberson, C. L., & Haag, S. C. (2007). Contact, perspective taking, and anxiety as predictors of stereotype endorsement, explicit attitudes, and implicit attitudes. Group Processes & Intergroup Relations, 10(2), 179–201.
Bachrach, D. G., Powell, B. C., Collins, B. J., & Richey, R. G. (2006). Effects of task interdependence on the relationship between helping behavior and group performance. Journal of Applied Psychology, 91(6), 1396–1405.
Bal, P. M., & Boehm, S. A. (2019). How do I-deals influence client satisfaction? The role of exhaustion, collective commitment, and age diversity. Journal of Management, 45(4), 1461–1487.
Bal, P. M., & Lub, X. D. (2016). Individualization of work arrangements: A contextualized perspective on the rise and use of I-deals. In P. M. Bal & D. M. Rousseau (Eds.), Current issues in work and organizational psychology. Idiosyncratic deals between employees and organizations: Conceptual issues, applications, and the role of co-workers (pp. 9–23). Routledge/Taylor & Francis Group.
Baruch, Y., Altman, Y., & Tung, R. L. (2016). Career mobility in a global era: Advances in managing expatriation and repatriation. The Academy of Management Annals, 10(1), 841–889.
Bies, R. J., & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiation in organizations (Vol. 1, pp. 43–55). JAI Press.
Bouwmans, M., Runhaar, P., Wesselink, R., & Mulder, M. (2019). Stimulating teachers’ team performance through team-oriented HR practices: The roles of affective team commitment and information processing. The International Journal of Human Resource Management, 30(5), 856–878.
Butts, M. M., Casper, W. J., & Yang, T. S. (2013). How important are work–family support policies? A meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology, 98(1), 1–25.
Caligiuri, P., & Bonache, J. (2016). Evolving and enduring challenges in global mobility. Journal of World Business, 51(1), 127–141.
Cappelli, P. (2000). A market-driven approach to retaining talent. Harvard Business Review, 78, 103–111.
Cappelli, P., & Keller, J. R. (2014). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305–331.
Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103–114.
Cerdin, J. L., & Brewster, C. (2014). Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 49(2), 245–252.
Chen, M. J., & Miller, D. (2011). The relational perspective as a business mindset: Managerial implications for East and West. Academy of Management Perspectives, 25(3), 6–18.
Davis, M. H., Conklin, L., Smith, A., & Luce, C. (1996). Effect of perspective taking on the cognitive representation of persons: A merging of self and other. Journal of Personality and Social Psychology, 70(4), 713–726.
DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: A review, a proposed model, and new directions for future research. Academy of Management Annals, 8(1), 127–179.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383.
Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived organizational support: Why caring about employees counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101–124.
Feldman, M. S., & Pentland, B. (2003). Reconceptualizing organizational routines as a source of flexibility and change. Administrative Science Quarterly, 48, 94–120.
Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159–175.
Gonzalez-Morales, M. G., Kernan, M. C., Becker, T. E., & Eisenberger, R. (2018). Defeating abusive supervision: Training supervisors to support subordinates. Journal of Occupational Health Psychology, 23(2), 151–162.
Grant, A. M., & Berry, J. W. (2011). The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of Management Journal, 54(1), 73–96.
Greenberg, J. (2006). Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, 91(1), 58–69.
Greenberg, J., Roberge, M. E., Ho, V. T., & Rousseau, D. M. (2004). Fairness in idiosyncratic work arrangements: Justice as an i-deal. Research in Personnel and Human Resources Management, 23, 1–34.
Hofstede, G. (1980). Culture consequences: International differences in work-related values. Sage.
Hong, G., Cho, Y., Froese, F. J., & Shin, M. (2016). The effect of leadership styles, rank, and seniority on affective organizational commitment. Cross Cultural & Strategic Management, 23(2), 340–362.
Hornung, S., Rousseau, D. M., & Glaser, J. (2009). Why supervisors make idiosyncratic deals: Antecedents and outcomes of I-deals from a managerial perspective. Journal of Managerial Psychology, 24(8), 738–764.
Hornung, S., Rousseau, D. M., Glaser, J., Angerer, P., & Weigl, M. (2010). Beyond top-down and bottom-up work redesign: Customizing job content through idiosyncratic deals. Journal of Organizational Behavior, 31(2–3), 187–215.
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V., & GLOBE Associates. (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage.
Hu, B., & Varma, A. (2020). Motivation and feedback. In A. Varma & P. Budhwar (Eds.), Performance management systems: An experiential approach (pp. 111–134). Sage.
James, L. R., Joyce, W. F., & Slocum, J. W., Jr. (1988). Comment: Organizations do not cognize. Academy of Management Review, 13(1), 129–132.
Kelly, C. M., Rofcanin, Y., Las Heras, M., Ogbonnaya, C., Marescaux, E., & Bosch, M. J. (2020). Seeking an “i-deal” balance: Schedule-flexibility I-deals as mediating mechanisms between supervisor emotional support and employee work and home performance. Journal of Vocational Behavior, 118, 103369.
Klein, H. J., Wesson, M. J., Hollenbeck, J. R., Wright, P. M., & DeShon, R. P. (2001). The assessment of goal commitment: A measurement model meta-analysis. Organizational Behavior and Human Decision Processes, 85(1), 32–55.
Kniffin, K. M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S. P., Bakker, A. B., Bamberger, P., Bapuji, H., Bhave, D. P., Choi, V. K., Creary, S. J., Demerouti, E., Flynn, F. J., Gelfand, M. J., Greer, L. L., Johns, G., Kesebir, S., Klein, P. G., Lee, S. Y., … Vugt, M. V. (2021). COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist, 76(1), 63.
Kong, D. T., Ho, V. T., & Garg, S. (2020). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593–609.
Konopaske, R., Robie, C., & Ivancevich, J. M. (2005). A preliminary model of spouse influence on managerial global assignment willingness. The International Journal of Human Resource Management, 16(3), 405–426.
Kroon, B., Freese, C., & Schalk, R. (2019). A strategic HRM perspective on I-deals. In C. Cooper (Ed.), Current issues in work and organizational psychology (pp. 371–385). Routledge.
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.
Lai, L., Rousseau, D. M., & Chang, K. T. T. (2009). Idiosyncratic deals: Coworkers as interested third parties. Journal of Applied Psychology, 94(2), 547–556.
Las Heras, M., Van der Heijden, B. I., De Jong, J., & Rofcanin, Y. (2017). “Handle with care”: The mediating role of schedule i-deals in the relationship between supervisors’ own caregiving responsibilities and employee outcomes. Human Resource Management Journal, 27(3), 335–349.
Laulié, L., Tekleab, A. G., & Lee, J. J. (2020). Why grant I-deals? supervisors’ prior i-deals, exchange ideology, and justice sensitivity. Journal of Business and Psychology, 36(1), 17–31.
Lazarova, M., Westman, M., & Shaffer, M. A. (2010). Elucidating the positive side of the work-family interface on international assignments: A model of expatriate work and family performance. Academy of Management Review, 35(1), 93–117.
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37(S1), S9–S29.
Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. Plenum Press.
Liu, J., Lee, C., Hui, C., Kwan, H. K., & Wu, L. Z. (2013). Idiosyncratic deals and employee outcomes: The mediating roles of social exchange and self-enhancement and the moderating role of individualism. Journal of Applied Psychology, 98(5), 832–840.
Marescaux, E., De Winne, S., & Sels, L. (2013). HR practices and affective organisational commitment: (When) does HR differentiation pay off? Human Resource Management Journal, 23(4), 329–345.
Martin, R., Guillaume, Y., Thomas, G., Lee, A., & Epitropaki, O. (2016). Leader–member exchange (LMX) and performance: A meta-analytic review. Personnel Psychology, 69(1), 67–121.
Mohammed, S., & Angell, L. C. (2004). Surface- and deep-level diversity in workgroups: Examining the moderating effects of team orientation and team process on relationship conflict. Journal of Organizational Behavior, 25(8), 1015–1039.
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation occurs. Academy of Management Review, 22(1), 226–256.
Ng, T. W. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118–131.
Ng, T. W., & Lucianetti, L. (2016). Goal striving, idiosyncratic deals, and job behavior. Journal of Organizational Behavior, 37(1), 41–60.
Olson, G. (2013). Empathy imperiled: Capitalism, culture, and the brain. Springer.
Parker, S. K., & Axtell, C. M. (2001). Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Academy of Management Journal, 44(6), 1085–1100.
Rofcanin, Y., Berber, A., Marescaux, E., Bal, P. M., Mughal, F., & Afacan Findikli, M. (2019). Human resource differentiation: A theoretical paper integrating co-workers’ perspective and context. Human Resource Management Journal, 29(2), 270–286.
Rofcanin, Y., Kiefer, T., & Strauss, K. (2017). What seals the I-deal? Exploring the role of employees’ behaviours and managers’ emotions. Journal of Occupational and Organizational Psychology, 90(2), 203–224.
Rofcanin, Y., Las Heras, M., Bal, P. M., Van der Heijden, B. I., & Taser Erdogan, D. (2018). A trickle-down model of task and development I-deals. Human Relations, 71(11), 1508–1534.
Rousseau, D. M. (2001). The idiosyncratic deal: Flexibility versus fairness? Organizational Dynamic, 29(4), 260–273.
Rousseau, D. M. (2005). I-deals: Idiosyncratic deals employees bargain for themselves. M. E. Sharpe.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977–994.
Rousseau, D. M., Hornung, S., & Kim, T. G. (2009). Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74(3), 338–348.
Rousseau, D. M., Tomprou, M., & Simosi, M. (2016). Negotiating flexible and fair idiosyncratic deals (I-deals). Organizational Dynamics, 45(3), 185–196.
Salas, E., Priest, H. A., & DeRouin, R. E. (2005). Team building. In N. Stanton, H. Hendrick, S. Konz, K. Parsons, & E. Salas (Eds.), Handbook of human factors and ergonomics methods (pp. 465–470). Taylor & Francis.
Salas, E., Rozell, D., Mullen, B., & Driskell, J. E. (1999). The effect of team building on performance: An integration. Small Group Research, 30(3), 309–329.
Shapiro, D. L., Buttner, E. H., & Barry, B. (1994). Explanations: What factors enhance their perceived adequacy? Organizational Behavior and Human Decision Processes, 58(3), 346–368.
Skarlicki, D. P., & Latham, G. P. (2005). How can training be used to foster organizational justice? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice (pp. 499–522). Erlbaum.
Somech, A., Desivilya, H. S., & Lidogoster, H. (2009). Team conflict management and team effectiveness: The effects of task interdependence and team identification. Journal of Organizational Behavior, 30(3), 359–378.
Takeuchi, R., Yun, S., & Tesluk, P. E. (2002). An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes. Journal of Applied Psychology, 87(4), 655–666.
Tornikoski, C. (2011). Fostering expatriate affective commitment: A total reward perspective. Cross Cultural Management: An International Journal, 18(2), 214–235.
Varma, A., & Budhwar, P. (2020a). Introduction—Performance management in context. In A. Varma & P. Budhwar. (Eds.), Performance management systems: An experiential approach (pp. 1–14). Sage.
Varma, A., & Budhwar. P. (2020b). Implementing a performance management system. In A. Varma & P. Budhwar. (Eds.), Performance management systems: An experiential approach (pp. 165–180). Sage.
Varma, A., & Russell, L. (2016). Women and expatriate assignments: Exploring the role of perceived organizational support. Employee Relations, 38(2), 200–223.
Varma, A., & Stroh, L. K. (2001). The impact of same-sex LMX dyads on performance evaluations. Human Resource Management, 40(4), 309–320.
Varma, A., & Tung, R. (2020a). Performance management for expatriates. In A. Varma & P. Budhwar (Eds.), Performance management systems: An experiential approach (pp. 153–164). Sage.
Varma, A., & Tung, R. (2020b). Lure of country of origin: An exploratory study of ex-host country nationals in India. Personnel Review, 49(7), 1487–1501.
Vidyarthi, P. R., Singh, S., Erdogan, B., Chaudhry, A., Posthuma, R., & Anand, S. (2016). Individual deals within teams: Investigating the role of relative I-deals for employee performance. Journal of Applied Psychology, 101(11), 1536–1552.
Wang, C.-H. (2018). To relocate internationally or not to relocate internationally: A Taiwanese case study. Journal of Global Mobility, 6(2), 226–240.
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443–1453.
Zhang, Y., & Varma, A. (2020, September–October). Organizational preparedness with COVID-19: Strategic planning and human creativity. The European Business Review, 22–33.