Ingratiation as an adapting strategy: Its relationship with career adaptability, career sponsorship, and promotability
In: Journal of vocational behavior, Band 92, S. 135-144
ISSN: 1095-9084
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In: Journal of vocational behavior, Band 92, S. 135-144
ISSN: 1095-9084
In: Journal of vocational behavior, Band 77, Heft 2, S. 186-195
ISSN: 1095-9084
In: Journal of vocational behavior, Band 125, S. 103525
ISSN: 1095-9084
In: Journal of vocational behavior, Band 141, S. 103826
ISSN: 1095-9084
In: Group & organization management: an international journal, Band 48, Heft 1, S. 80-124
ISSN: 1552-3993
I-deals are a key method for organizations to retain and motivate employees, yet little research has investigated employee motivations for seeking i-deals and antecedents to request and receipt. We examine these largely invisible antecedents of i-deals in the context of older workers, a cohort of increasing importance in the workplace. Through thematic analysis of 82 in-depth interviews with Australian workers over the age of 50, we develop a model of i-deal emergence that delineates the motivation, request, and receipt stages of i-deals. We identified four motivational influences to seek i-deals: to improve work–life balance, to repair psychological contract breach, and to craft satisfactory retirement pathways; high levels of existing job-role autonomy acted as a demotivator to request i-deals. We also identified three factors associated with an i-deal request being granted: an older worker's value to the organization, positive employee–manager relationships, and emphasis of mutual benefit for employee and employer. We identified a novel antecedent for i-deals: feasibility—an older worker's perception of how likely they are to be successful when requesting a desired i-deal. Feasibility perceptions are informed by organizational practices and policies around i-deals, co-worker i-deal experiences, and job-role constraints. Feasibility can influence an employee's decisions to request an i-deal and also directly affect attitudes toward the employer, regardless of whether an i-deal is present, desired, or otherwise. Theoretical and practical implications are discussed and future directions outlined.
In: Journal of vocational behavior, Band 111, S. 39-48
ISSN: 1095-9084
In: Journal of vocational behavior, Band 103, S. 106-116
ISSN: 1095-9084
In: Journal of vocational behavior, Band 88, S. 10-18
ISSN: 1095-9084
In: Journal of vocational behavior, Band 85, Heft 3, S. 403-412
ISSN: 1095-9084
In: Journal of vocational behavior, Band 83, Heft 3, S. 410-418
ISSN: 1095-9084
In: Journal of vocational behavior, Band 138, S. 103759
ISSN: 1095-9084
In: Journal of vocational behavior, Band 131, S. 103641
ISSN: 1095-9084
In: Journal of vocational behavior, Band 110, S. 203-213
ISSN: 1095-9084
In: Journal of vocational behavior, Band 84, Heft 1, S. 39-48
ISSN: 1095-9084
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 23, Heft 5, S. 869-882