Abstract：Based on the social identity theory, taking a 422 core employees’longitudinal questionnaire investigation, this study examined the effecting process of idiosyncratic deals on core employees’constructive deviance through organizational identification, as well as the moderating effect of opportunity for co-workers’ I-Deals from the employee-organization relationship perspective. The results showed that: ①Idiosyncratic deals had a significant effect on core employees’constructive deviance; ②Organizational identification had a partial mediating effect on the relationship between idiosyncratic deals and core employees’constructive deviance; ③Opportunity for co-workers’I-Deals had a negative moderating effect between idiosyncratic deals and core employees’organizational identification; ④Idiosyncratic deals effected core employees’ constructive deviance through organizational identification, which was moderated by opportunity for co-workers’ I-Deals that acted as a mediated-moderator.
王国猛，刘迎春. 个性化契约对核心员工建设性偏差行为的影响机制研究[J]. 管理学报, 2020, 17(5): 680-.
WANG Guomeng，LIU Yingchun. A Study on the Impact Mechanisms of Idiosyncratic Deals on Core Employees’ Constructive Deviance. Chinese Journal of Management, 2020, 17(5): 680-.
