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I-Deal Theory

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Ng and Luciametti (2015) conducted a study on I-Deals (i.e. “A non-standard, personalized work arrangement negotiated between an individual and his/her employer” Rousseau 2005). This study adds up to the literature by suggesting that the motivational goals are linked with job behavior by the mediating impact of one’s perception about the I-deals received. I-deals may contain job conditions or arrangements decided among worker and employer.
Few other studies also supported this concept like Ng and Feldman (2010, 2012) suggested that one’s expectation about idiosyncratic arrangements effects his/her commitment to the organization. Hornung et al. (2008) showed that getting i-deals is based on the personal initiative taken by individual. So one may exert efforts for goal achievement up to the level he/she consider i-deals able to fulfill those goals. Hornung et al. 2009 suggested that the expectation level of performance rises for those who receive I-deals so achievement striving is linked positively with getting I-deals.
Ng and Luciametti (2015) argued that individuals those strive for achievement, status and communion are more likely to receive i-deals. Studies shown that people become highly committed to organizations those provide instrumental and symbolic value (Highhouse, Thornbury and …show more content…

He presented that in order to complete one action it’s necessary to shield current goal from competing goal intentions. Discussed attention control, emotion control and environment control strategies. It was further explained that action and state oriented persons have significant impact on using these strategies. For example action oriented people focus on planning and goal directed action and are more flexible to the situational demands while state oriented people are unable to get themselves disengaged from incomplete goals and get stuck in negative thoughts about future

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