<![CDATA[Idiosyncratic deals (i-deals) refer to personalized negotiations between employees and their organizations that have been shown to influence employee performance positively. This study aims to extend the research context by examining the effects of i-deals on organizational justice, organizational trust, and organizational commitment, which collectively play a vital role in achieving organizational success. The study makes two key contributions to the literature. First, it advances research in the fields of organizational behavior and performance management. Second, it focuses on a sample that has received limited attention in existing performance management literature: permanent employees, who represent an ideal employment type for implementing i-deals. The study employs an empirical approach by testing a theoretical model using survey data collected online in Bali. The results reveal several important findings. I-deals have a significant influence on perceptions of organizational justice, which in turn affects organizational trust and commitment. Theoretically, this study contributes to the development of literature on organizational behavior, performance management, and human resource management strategies, particularly in the context of permanent employees, which remains relatively underexplored. From a practical standpoint, the findings provide valuable insights for organizations seeking to design adaptive and inclusive work policies that foster mutually beneficial relationships between individuals and the organization.]]>
Copyrights © 2026
