| Abstract: | Idiosyncratic deals (i‐deals), which involve personalised work arrangements negotiated between employees and their managers, offer a promising approach to accommodating the demands of a diverse workforce. In contrast with the traditional social exchange theory perspective, we integrate the theories of person–environment fit and self‐efficacy to examine the effect of flexibility i‐deals on both work‐to‐family conflict and enrichment. We specifically consider two mediating mechanisms: needs–supplies (N‐S) fit and family‐role efficacy. Results from two Chinese samples reveal that supervisor‐rated flexibility i‐deals relate positively with employees' family‐role efficacy and N‐S fit. These, in turn, relate to work‐to‐family conflict negatively and to work‐to‐family enrichment positively. Monte Carlo bootstrapping analyses confirm the indirect effects of N‐S fit and family‐role efficacy. By using an alternative theoretical perspective, we add to our understanding of the mechanisms underlying the i‐deals effect. This study expands existing i‐deals research to an empirically underrepresented area: work–family enrichment. Our findings also confirm the work–family benefits of i‐deals and strengthen managers' confidence regarding the merits of implementing i‐deals in the workplace. |
