This paper examines the relationship between timing of negotiations and idiosyncratic deals (i-deals) through the moderating effects of core self-evaluations (CSE), and between i-deals and employee reactions through the moderating effects of transformational leadership behaviour (TLB) in the Indian hospitality industry.,A total of 275 employees working in 39 companies responded to a self-administered questionnaire. To test the research hypotheses, the methodology of structural equation models was used.,The results show that the relationship between before hiring negotiations and i-deals is stronger for those individuals who had low self-worth, due to countervailing forces created by their belief that they may not be eligible for i-deals. In contrast, the relationship between after hiring negotiations and i-deals is stronger for those who had high self-worth, due to their belief that they were entitled to i-deals. Additionally, the research highlights that the relationship between i-deals and employee reactions is stronger for those organisations, which are high on TLB.,The data does not allow for investigating dynamic causal inferences, because they were collected using a questionnaire at a single point in time, and they were reported in retrospect, raising measurement concerns about recall bias.,From a managerial point of view, the findings of this study inform that in negotiating both employment conditions and work arrangements, organisations should try to achieve i-deals that are primarily flexibility focused, and that in increasing efficiency organisations should make the employees feel well supported in order to develop more confidence in deploying skills and abilities to address a more open view of their i-deals.,The study contributes to our understanding about the Indian hospitality industry by utilising the self-enhancement theory in examining whether individual differences moderate the relationship between the timing of negotiations and i-deals, and also by utilizing the social exchange theory to examine whether TLB moderates the relationship between i-deals and employee reactions.

中文翻译：

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特质交易中变革型领导和自我价值的调节作用-员工反应关系

本文通过核心自我评价（CSE）的调节作用研究谈判时机与特质交易（i-deals）之间的关系，并通过变革型领导行为（TLB）的调节作用研究i-deals与员工反应之间的关系。印度酒店业。共有39家公司的275名员工回答了一份自我管理的调查问卷。为了检验研究假设，使用了结构方程模型的方法。结果表明，由于信念产生的反作用力，对于那些自我价值较低的人，聘用谈判之前的交易与i-deals之间的关系更强。他们可能没有资格进行网上交易。相反，对于那些具有较高自我价值的人，由于他们相信自己有权获得i-deals，因此在聘用谈判后与i-deal之间的关系更加牢固。此外，研究强调，对于那些在TLB上比较高的组织，i-deal和员工反应之间的关系更强。该数据不允许调查动态因果推论，因为它们是通过单点调查问卷收集的随着时间的流逝，人们对它们进行了回顾，从而引起了人们对召回偏差的衡量关注。从管理的角度来看，本研究的发现表明，在就雇用条件和工作安排进行谈判时，组织应尝试实现i-deal主要关注灵活性，