A Study Of The Relationship Between Impression Management, Organizational Citizenship Behavior And Idiosyncratic Deals

Employees are playing the most significant role in the field ofmanagement since1960s, which was supported by most of experts. In orderto accomplish its mission, the company longs for a galaxy of talent. Withthe scientific and technological advances, employees still are a lifelinefor companies. The research of employment relationship from anindividually behavioral perspective is a very significant respect in the fieldof management research，and Idiosyncratic deals is a new stage in themanagement science domain. Idiosyncratic deals (“i-deals”) are specialarrangements that individuals negotiate with their employers. These specialarrangements intended to benefit both worker and organization. There arenumerous studies about the relationship between i-deals and variousorganizational phenomena, including some articles written by Chinesescholars in English. This paper intended to explore the performances ofimpression management and organizational citizenship behavior.Both two organizational phenomena were widespread in different organizations, impression-management has superficial affinities withorganizational citizenship behavior, while Both two organizationalphenomena’s motivations were different. Now i-deals had hit the oldstructure, it will inevitably influence the behaviors of employees, includingtheir impression management and organizational citizenship behavior.This paper focuses on the relationships between impressionmanagement, organizational citizenship behavior and i-deals.First of all, the opening chapter gives a general overview of theconsequent variables of i-deals, as well as the antecedent variables ofimpression management and organizational citizenship behavior by themeans of literature study.Second, this paper collected218questionnaires, finishes by the coretalents from foreign enterprises or large private-owned enterprises, toinvestigate the relationship between impression management,organizational citizenship behavior and i-deals from the individuallybehavioral perspective, and then constructs a theoretical model andproposes hypotheses. Last, this paper tested the unbiased sample as mentioned by variousstatistical methods, and then constructed two structural equation models(SEM) to investigate the effects of i-deals on impression-management andorganizational citizenship behavior.The conclusions of this study are as follows:(1) The results show that i-deals is a four-dimension concept, thesefour dimensions are task&work responsibilities,schedule flexibility,location flexibility, financial incentives, they respectively answered fourquestions, when, where, what, why. These four factors could influenceindividual’s behavior, employees will apply themselves more willingly totheir jobs. I-deals will be able to help employers to effectually reserve thecore talents.(2) Given the i-deals’some limitations, the respondents involving inthis questionnaire survey are all the core talents from private-ownedenterprise or foreign-funded companies, they all have significant influencesto the organizations,(3) In this article, we explore the relationships between i-deals and impression-management as well as the relationship between i-deals andorganizational citizenship behavior by the using of structural equationmodeling.(4) The results show that the effect of i-deals onimpression-management is differ from the effect of i-deals onorganizational citizenship behavior. At last this paper made somesuggestions to help organizations to reserve the core talents, reduce “goodactors” based on impression-management and increase the number of“good citizens”.