A Multilevel Integrated Model of i-deals, Job Embeddedness and Individual and Group Level Turnover

Idiosyncratic deals (i-deals) have been advocated as effective tools to retain valuable employees. Extending prior research on i-deals, we used a multilevel approach to examine how and when i-deals are effective in preventing turnover at the individual and group levels. We integrated the perspective of job embeddedness and hypothesized that i-deals influence turnover intentions via job embeddedness, and this indirect effect is amplified in groups with high i-deals differentiation. We also explored the functioning of i-deals differentiation on group level turnover rate in the context of group median i-deals. Results based on a sample of 49 groups consisting of 338 employees from India showed indirect effect of i-deals on turnover intentions via job embeddedness, and this indirect effect was stronger when i-deals differentiation is high. We also found that group median i-deals weakened the negative effect of i-deals differentiation on turnover rate. This study attempts to examine the role that i-deals play in predicting individual and collective turnover, and the mediating mechanism and boundary conditions by which those effects emerge