Employee-Oriented Leadership and Quality of Working Life: Mediating Roles of Idiosyncratic Deals

Severin Hornung · Denise M. Rousseau · Jürgen Glaser · Peter Angerer · Matthias Weigl

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Job Satisfaction and Organizational Behavior Employee Performance and Management Work-Family Balance Challenges

Abstract

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.

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2019Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management 2021Distributed Leadership and New Generation Employees’ Proactive Behavior: Roles of Idiosyncratic Deals and Meaningfulness of Work 2019Why Grant I-Deals? Supervisors’ Prior I-Deals, Exchange Ideology, and Justice Sensitivity 2023Transformational leadership, idiosyncratic deals and employee outcomes

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