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Article summary:

1. I-deals, or customized employment arrangements negotiated by employees with their employers, are becoming increasingly common in contemporary employment. They are studied for their consequences for individuals and organizations, as well as the antecedents and contextual factors associated with creating them.

2. However, little research has been done on the negotiation process that leads to the creation of i-deals. Negotiation research can provide insights into this process and inform future i-deals theory and research.

3. I-deals differ in timing (ex ante or ex post) and content (economic issues or diverse issues including preferred tasks and development opportunities). Most i-deals research focuses on ex post deals, which require insider knowledge and a relationship between the parties.

Article analysis:


1. 偏见来源:该文章似乎偏向于支持i-deals的使用,并没有探讨其潜在的负面影响。例如,它强调了HR顾问建议经理人使用i-deals来吸引、激励和留住员工,但并未提及可能导致不公平待遇或团队内部不和谐等问题。

2. 片面报道:该文章主要关注了i-deals的创造过程,但忽略了实施和维护这些协议所涉及的挑战。例如,在实践中,一些员工可能会利用他们的i-deals来规避责任或获得特权,这可能会对组织产生负面影响。

3. 无根据的主张:该文章声称“50多年的谈判研究”可以为i-deal创建提供洞察力,但并未提供具体证据来支持这一主张。此外,在介绍谈判研究时,并未明确说明如何将其应用于i-deal创建。

4. 缺失的考虑点:该文章没有探讨i-deals可能对员工之间的公平性和团队合作产生的影响。例如,如果一些员工获得了更好的i-deals,其他员工可能会感到不公平,并且这可能会导致团队内部紧张和冲突。

5. 所提出主张的缺失证据:该文章提出了一个未来研究议程,但并未说明如何实现这些目标或需要哪些具体证据来支持这些目标。