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Idiosyncratic Deals for Older Workers: Increased Heterogeneity Among Older Workers Enhance the Need for I-Deals

In: Aging Workers and the Employee-Employer Relationship

Author

Listed:
  • P. Matthijs Bal

    (University of Bath)

  • Paul G. W. Jansen

    (VU University Amsterdam)

Abstract

This chapter discusses how idiosyncratic deals (I-deals) can be negotiated by older workers and their organizations to increase the motivation and performance of older workers. Because work-related preferences of older workers tend to be more heterogeneous than those of younger workers, I-deals are in particular suited to the needs and preference of older workers. More specifically flexibility and development I-deals can help older workers stay motivated and productive throughout their careers. I-deals are defined as the idiosyncratic agreements employees negotiate with their employer about their work arrangements. I-deals benefit both employee and organization, such that the employee obtains a better work-life balance, and is able to develop, while the organization benefits from higher productivity and retention of valuable employees. I-deals have been shown to be crucial in motivating employees to work beyond their retirement age. The chapter concludes with boundary conditions for the effects of I-deals on motivation, productivity and health, and suggestions for future research.

Suggested Citation

  • P. Matthijs Bal & Paul G. W. Jansen, 2015. "Idiosyncratic Deals for Older Workers: Increased Heterogeneity Among Older Workers Enhance the Need for I-Deals," Springer Books, in: P. Matthijs Bal & Dorien T.A.M. Kooij & Denise M. Rousseau (ed.), Aging Workers and the Employee-Employer Relationship, edition 127, chapter 0, pages 129-144, Springer.
    • Handle: RePEc:spr:sprchp:978-3-319-08007-9_8
    DOI: 10.1007/978-3-319-08007-9_8
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    Cited by:

    1. Anna Rogozinska-Pawelczyk, 2016. "The Influence of Selected Factors on the Formation of Psychological Contract in Organizations (Wplyw wybranych czynnikow na formowanie kontraktu psychologicznego w organizacji)," Problemy Zarzadzania, University of Warsaw, Faculty of Management, vol. 14(59), pages 103-117.

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