Suchergebnisse

Introduction to idiosyncratic deals between employees and organizations : conceptual issues, applications, and the role of coworkers / P. Matthijs Bal and Denise M. Rousseau -- Individualization of work arrangements : a contextualized perspective on the rise and use of i-deals / P. Matthijs Bal and Xander D. Lub -- I-deals in damaged relationships / Sylvie Guerrero and Kathleen Bentein -- Not so i-deal : a critical review of idiosyncratic-deals theory and research / Neil Conway and Jacqueline Coyle-Shapiro -- An i-deal career. on the relationship between i-deals and career development / Aukje Nauta and Cristel van de Ven -- A strategic hrm perspective on i-deals / Brigitte Kroon, Charissa Freese and Ren Schalk -- Idiosyncratic deals in the context of workgroups / Smriti Anand and Prajya Vidyarthi -- Equity versus need : how do co-workers judge the distributive fairness of i-deals? / Elise Marescaux and Sophie De Winne -- The future of i-deal research : an agenda / P. Matthijs Bal and Denise M. Rousseau

Purpose
The purpose of this paper is to examine the scientific standing of the concept of free will and its role and functioning in social and psychological contracts. It updates Rousseau (2012).


Design/methodology/approach
This is a conceptual paper.


Findings
Social structures that support the exercise of free will are central to the functioning of both social and psychological contracts.


Research limitations/implications
The paper contributes to the debate in the natural and social sciences regarding the existence and functioning of free will in everyday life.


Practical implications
Highlights the importance of the configuration of choices or options people have to promote expression of free will.


Social implications
Social contracts that support or provide attractive options are key to the expression of free will.


Originality/value
The paper contributes to the debate in the natural and social sciences regarding the existence and functioning of free will in everyday life.

Normative beliefs are investigated in 32 units of a nationwide voluntary service organization. Staff members (n = 263) completed the Organizational Culture Inventory (Cooke & Lafferty, 1989). Performance data on community fund-raising success were obtained archivally. Security-oriented normative beliefs are negatively related to both fund-raising success and to staff job attitudes. Team-work-oriented norms are positively related to staff attitudes.

Office automation has arrived. Traditional office functions such as dispersal of mail and typing have become electronic mail and word processing. Automation of these functions is typically undertaken to reduce labor costs and to improve quality in communication and text preparation. Not only have traditional office functions been computerized, but automation is creating new tasks for the office; for example, strategic human resource planning via human resource information systems and materials requirement planning for just‐in‐time inventory systems. Office technology has changed, and with it, office functions.