The Impact Mechanism Of Idiosyncratic Deals On Team Innovation Performance From A Multi-level Perspective

In the ever-changing and fiercely competitive business environment,enterprises are facing enormous pressure to innovate.Work teams composed of members with different skills,perspectives,and information is more capable of dealing with the innovation problems facing the organization and therefore are more favored by the organization.Therefore,how to improve the innovation performance of the work team in the organization is crucial to the development of the enterprise and even the national economy.At the same time,with the substantial increase in the education level of employees,enterprises also face the serious problem of wasting human capital by not being able to maximize their employees’ strengths.The realization of team innovation depends on the expansion of team cognitive resources brought by each team member giving full play to their own advantages,which provides a solid foundation for the team to think constructively and propose creative solutions.Research on idiosyncratic deals in the field of organizational behavior suggests that idiosyncratic deals may provide opportunities for intervention,especially task idiosyncratic deals involving customized work content.However,scholars point out the core dilemma that needs to be solved in the development of idiosyncratic deals theory at present: employees who have obtained idiosyncratic deals have positive cognitive,attitudinal,and behavioral performance,but such differential treatment may affect other employees’ perceptions of fairness.Idiosyncratic deals that promote positive individual responses risk harming the collective performance of the team,and whether idiosyncratic deals can actually benefit team performance and thus the organization is an unknown question.Therefore,to promote the development of idiosyncratic deals theory needs to pay attention to the following question:what type of idiosyncratic deals distribution within the team can improve the performance of the team.Based on the practical and theoretical background above,this study explores the impact of the team-level extent and variability of task idiosyncratic deals on team innovation performance.Through literature review and theoretical study,this research takes the I-P-O model of team effectiveness as the basic framework,combines multi-level theory and job demand-resource theory,and constructs a multi-level model of the impact mechanism of the extent of task idiosyncratic deals on team innovation performance.Then,data were obtained through questionnaire survey.To test research hypotheses,data were analyzed using SPSS26.0 and MPLUS 8.0.Further,using MATLAB for data visualization,a supplementary study was conducted on the relationship patterns between within-group extent and variability of task idiosyncratic deals and team innovation performance.Conclusions are as follows:(1)The extent of task idiosyncratic deals within the work group has a positive impact on team innovation performance.On the one hand,the prevalence of task idiosyncratic deals within the team makes more team members perceive a better fit with their jobs,thereby optimizing the division of tasks in the team.On the other hand,the extensive existence of task idiosyncratic deals in the team creates a positive working environment for team members,fosters trust and collaboration among team members,and improves team innovation performance.(2)The extent of task idiosyncratic deals positively influences innovation behavior at the individual level and shapes its emergence at the team level,and innovative behavior at the team level mediates the relationship between the extent of task idiosyncratic deals and team innovation performance.(3)The variability of task idiosyncratic deals within a team positively moderates the positive relationship between the extent of task idiosyncratic deals within a team and team innovation performance.This implies that the emergence of team innovation performance is the result of the combined effect of the extent and the variability of task idiosyncratic deals.Finally,based on the findings,management recommendations are made: organizations need to make good use of task idiosyncratic deals as a means of individualized human resource management.On the one hand,it is necessary to rationalize the division of labor through the granting of task idiosyncratic deals,try to allow more members to engage in work that matches their personal professional skills and interests,and maximize employees’ advantages and innovation potential.On the other hand,the rational allocation of the team’s limited resources is also critical.Differentiated management can play the irreplaceable role of "star employees" on the team to a greater extent.