Effect of I-Deals, Psychological Safety, and Perceived Insider Status on the Sustainable Career of Female Employees in Service Sectors of Pakistan

Abstract

Academic researchers are growing increasingly aware of the positive effects that idiosyncratic deals, or I-deals, can have on an individual's life; however, little is known about the possible impact that idiosyncratic deals may have on the effort and work outcomes of employees, especially female employees, a neglected and understudied group. It emphasizes the idea that although gender discrimination could be a part of a person's identity, it does not define their abilities or potential. Their unique talents and skills—such as creativity, problem-solving ability, discipline, empathy, or any other admirable quality—should be highlighted. People are pushing for a paradigm change, recognizing people more for their accomplishments and abilities than for their disabilities. This dispels stereotypes and promotes an inclusive workplace where everyone's contributions are respected. To investigate how worldwide consensuses may affect the perceived job skills of women employees by decreasing deviant behavior and, consequently, their sustainable career in the company, the current study applies the self-categorization theory.
Furthermore, this study is the first of its type to examine the experiences of female workers. Data gathered from 240 individuals employed in service sectors, particularly in Pakistan's educational sector, is used to test our hypotheses. The findings indicate that I-deals foster the sustainable career development of women employees. The relationship between I-deals and sustainable career development is mediated by psychological safety and perceived insider status. Perceived organizational support increases the impact of I-deals on perceived insider status. Furthermore, this study shows how service sectors may make use of I-deals' special qualities to highlight the range of skills among their women employees and improve their psychological well-being at the same time. women employees are then empowered to boldly suggest novel concepts and approaches, which stimulates the production of innovation.