I-Deals: Idiosyncratic Terms in Employment Relationships

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Beyond top‐down and bottom‐up work redesign: Customizing job content through idiosyncratic deals (2010, background): “and flexibility in the zone of acceptance attributed by his or her manager (Rousseau et al., 2006).”
Making Things Happen: A Model of Proactive Motivation (2010, background): “The desire for flow can therefore prompt proactive action, such as crafting a job to take on more difficult tasks, or striking an i-deal with a supervisor to get involved in new, challenging projects (Rousseau et al., 2006).”
JOB TITLES AS IDENTITY BADGES: HOW SELF-REFLECTIVE TITLES CAN REDUCE EMOTIONAL EXHAUSTION (2014, background): “Although organizational scholars have recognized the presence of idiosyncratic jobs (Miner, 1987) and idiosyncratic employment relationships (Rousseau et al., 2006), they have sparsely considered the possibility that one’s job title can be personalized in ways that are psychologically beneficial.”
Redesigning work through idiosyncratic deals (2014, background): “By definition, i-deals are intended to be mutually beneficial, differentiating them from dysfunctional personalized arrangements based on favouritism or rule breaking (Rousseau, 2004; Rousseau et al., 2006).”