Smriti Anand

Flexibility i-deals: How much is ideal?

Purpose – This paper aimed to explore the relationship between flexibility i-deals and employee attitudes. The authors developed theory and tested a non-linear model between i-deals and perceived organizational support (POS), and career satisfaction. Design/methodology/approach – Hierarchical linear modeling using multisource data collected in a field study from 207 employees and 39 managers supported the hypotheses. Findings – Consistent with the proposed non-linear model, low and high levels of flexibility i-deals were associated with high POS and career satisfaction. At moderate levels of i-deals, employee attitudes were lower. Research limitations/implications – Though non-linear relationships are unlikely to result from multi source common method data, the cross-sectional study design limits the authors from claiming causality between the variables of interest. This study is an important step towards elucidating the complex nature of relationship between flexibility i-deals and employee outcomes. Pra...

Family interference and employee dissatisfaction: Do agreeable employees better cope with stress?

Extending work–family conflict research, we draw on role theory and conservation of resources theory to propose a moderated-mediation model of the relationship between family interference with work, job stress, agreeableness and employee attitudes. We examined the moderating effect of employee agreeableness on the relationship between family interference with work and job and life satisfaction mediated by job stress. Hypotheses were tested in a sample of 756 employees from 15 industries. Results showed a negative association between family interference with work and job satisfaction and life satisfaction through perceived job stress. Further, this mediated relationship was moderated by employee agreeableness, such that job stress and decrease in job and life satisfaction were perceived only by employees low in agreeableness.

Leader-Member Exchange as a Linking Pin in the I-deals - Performance Relationship in Workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgr...

Covenants not to Compete: The Ties that Stifle Productivity!

Covenants not to compete (CNCs) are frequently used by many businesses in an attempt to impede the departure of their human capital and continually retain their competitive edge. However, empirical...