Abstract
Employees are becoming more aware of their employers’ expectations and are constantly striving to enhance their performance. Employees often demand individualised work experiences in the form of one-of-a-kind bargains throughout this period, known as idiosyncratic deals (i-deals). In particular, employees may negotiate and request specific customised working arrangements with their supervisor or direct line manager. The study focuses on how i-deals (task and work responsibility, schedule flexibility, location flexibility, financial flexibility, and career development) predict work role performance.
A quantitative approach and a cross-sectional field design were used in this study. A non-probability convenience sampling technique was chosen. An online questionnaire was used to collect data. A total of 231 employees from various industries in Johannesburg, South Africa, were included in the sample. Data were collected using trustworthy and established instruments, and SPSS was used to analyse data. Reliability analysis was used to determine the psychometric qualities of the instruments. Pearson correlation and multiple regression analysis were chosen to examine the data against the research objectives.
The findings of the study confirmed that a relationship between i-deals and work role performance exists. The findings confirmed that some i-deals predict work role performance. Task and work responsibility, schedule flexibility and career development predicted work role performance. Location flexibility and financial flexibility did not predict work role performance.
The research contributes to the body of knowledge on i-deals and work role performance and fills a gap in the literature on these two factors. This study can assist employees and human resources in dealing with and understanding how these customised work arrangements affect individual performance, specifically within the South African context. This study makes recommendations for customised work arrangements through i deals and their implications for employees and their work role performance. Findings and recommendations for the study are presented diagrammatically which when implemented, have the potential to enhance work role performance.