A Study On The Difference Of The Impact Of Idiosyncratic Deals On Employee Innovation Behavior

With the increasing diversity of working environment,one-size-fits-all approach to management of employees has failed to enable enterprises to cope with the rapidly changing market environment.A growing number of workers are trying to negotiate personalized work arrangements with employers.Recently,more and more attention has been paid to the research of idiosyncratic deals.It is a personalized work arrangement based on the ability and needs of employees and negotiated by enterprises and employees.It is an effective tool for human resource management practices.Combing through the existing literature on idiosyncratic deals,it was found that previous studies mainly focus on the positive impact on employees' organizational citizenship behavior and voice behavior,while fewer studies focused on the impact on employee innovation behavior.As is known to all,Chinese enterprises are in a transition period,and managers have been exploring ways and strategies to stimulate employees' innovative behaviors.Therefore,this paper focused on the impact of idiosyncratic deals on employee innovative behavior and introduces thriving at work as the mediation mechanism.Based on the nature of resource exchange,this paper compared the impact differences of social contracts and economic contracts on thriving at work and employee innovative behavior.We tried to investigate the cross-level moderating effect of chaxu climate between idiosyncratic deals and thriving at work by adopting Chinese organizational context factors.Firstly,this paper summarized and sorted out relevant literatures on the four variables of idiosyncratic deals?thriving at work?employees' innovation behavior and chaxu climate.Secondly,this paper put forward research hypothesis and model.Thirdly,we collected 70 supervisor questionnaires and 297 employee questionnaires validly.Through SPSS24.0 Amos21.0 and HLM6.08 statistical software,we implemented cross-level analysis and verify hypothesis.Finally,we discussed results,and put forward the management implications,limitations and future suggestions.The conclusions of this paper are as follows:(1)Social contracts composed of task i-deals and development i-deals hassignificant positive influence on employee innovation behavior,while economic contracts composed of flexibility i-deals and financial i-deals have no significant influence on employee innovation behavior.(2)Social contracts composed of task i-deals and development i-deals have significant positive influence on thriving at work.Flexibility i-deals have significant positive influence on thriving at work.Financial i-deals have no significant influence on thriving at work.(3)Compared with economic contracts,social contracts have a stronger positive impact on thriving at work and employee innovation behavior.(4)Thriving at work mediates the relationship between social contract and employee innovation behavior.Thriving at work mediates the relationship between economic contracts andemployee innovation behavior.(5)Chaxu climate negatively moderates the relationship between task i-deals and thriving at work.Chaxu climate positively moderates the relationship between development i-deals and thriving at work.Chaxu climate negatively moderates the relationship between flexibility i-deals and thriving at work.The moderated effect of chaxu climate between financial i-deals and employee innovation behavior is not significant.