The Link between I-Deals and Organizational Performance: A Moderated Mediation Model

Arguments have been raised, that i-deals do not operate in a social vacuum but that they affect coworkers and organizations. This study extends existing literature and addresses the questions of how i-deals operate in an organizational context. Drawing on i-deals literature, we proposed that employees’ i-deals affect organizational performance via their job attitude and coworker relations in different ways. We argued that i-deals are related to employee job attitude in a positive manner while coworker relations are influenced in a non-linear manner. These different relationships are manifesting themselves in organizational performance. Moreover, we postulated that the mediating effects are dependent on both leadership behavior focused on individuals and collectives. Data collected from a sample of German organizations supports our empirical model. This study contributes to i-deals research by relating i-deals to organizational performance via different mediators and integrating contextual conditions.