Impact Of Perceived Fit I-deals On Workers’ Job Performance

As with the development of information and knowledge economy, human resources have become an important source of organizational competitive advantage. And thus, the employees equipped with specific knowledge and skills have become the important factor that influences organizational development and the achievement of its strategy. In order to attract, motivate and retain those talented staff, scholars try to explore personalized human resource management practices from different angles, and idiosyncratic deals can be one of those practices. Idiosyncratic deal(I-deals) is a personalized work arrangement reached by the employee and its employer, which can meet the demand of both sides, different from similar employee. Since Rouseau proposed the concept of idiosyncratic deals, scholars have conducted ma ny researches on its concept, concrete forms, factors impacted, as well as the influences on related organizational factor, and a series of research results have been achieved. Based on the theories about the matching between people and the environment, this reach tries to explore the impact of perceived fit I-deals on workers’ job satisfaction and job performance with the subjective perspective of employees.By reviewing relevant literatures both at home and abroad, taking the theories about the matching between people and the environment and equity theory as the theoretical basis, this reach tries to explore the influence of perceived fit I-deals on workers’ job satisfaction and job performance. In the first place, define and explain the concept of perceived fit I-deals based on the theories of the matching between people and the environment and I-deals. At the same time, according to the purpose on practice, select the job performance model with four dimensions into the research, the four dimensions are task performance, contextual performance, learning performance as well as innovation performance. In the second place, put forward the concept model of this study, by reviewing related researches about perceived fit I-deals, job satisfaction and job performance. The research model mainly includes three kinds of assumptions: perceived fit I-deals has a positive effect on job satisfaction, perceivedfit I-deals has a positive effect on job performance and job satisfaction plays an intermediary effect on the relationship between perceived fit I-deals and job performance. In the third place, verify the validity of the scales about perceived fit I-deals, job satisfaction and job performance through the pre-study. At the same time, develop the scales and form the q uestionnaire of this research by exploratory factor analysis and confirmatory factor. At last, verify the concept model put forward by the correlation analysis and regression analysis. As a result of the correlation analysis and the regression analysis, perceived fit I-deals has a positive influence on job satisfaction, as well as job performance, task performance, contextual performance and innovation performance. In addition, job satisfaction plays a mediation effect on the relationship between perceived fit I-deals and job performance.The innovation and characteristics of this research performance in two aspects. On one hand, along with the perspective of employees, explore the subjective perception of individual and its impact on job performance. On the other hand, select the performance model of four dimensions into the research, and take the future performance such as learning performance and innovation performance into account when considering the impact of perceived fit I-deals. In summary, this research not only perfects the theoretical framework of I-deals, also provides a new ideal and perspective for studying idiosyncratic deal as well as idiosyncratic human resource management.