Abstract:
The purpose of this study was to determine the moderating effect of perceived
organizational justice on the relationship between flexibility idiosyncratic deals (I-
DEALS) and organizational citizenship behaviour (OCB) among tied life insurance
agents in Kenya. The specific objectives included finding out the relationship between
flexibility i-deals and OCB, and to examine the moderating effect of perceived
organizational justice (POJ) on the relationship between i-deals and OCB. The study
used explanatory research design with survey data. It was guided by idiosyncratic,
equity and social exchange theories. The standard multiple regression and the
moderated regression analysis were used to test the hypotheses from data collected
from a field study from 498 employees and 48 managers from a total population of
1954 tied life insurance agents in Kenya. The data was collected using
questionnaires. The study findings showed a positive relationship between flexibility I-
deals and OCB (β= 0.426, ρ< .05) and a moderating effect of perceived organizational
justice (β= 0.223, ρ< .05). One of the major research limitations for the study is its
cross-sectional nature of collection of data that weakens the author’s claim of
causality between the variables in focus. However, the study extends the understanding
of OCB and idiosyncratic deals through the moderating effects of perceived
organizational justice. Organizations should grant their employees with flexibility I-
deals fairly for their display of OCB. These I-deals provided intrinsic motivation to the
employees in displaying OCB in their organizations. The exchange relationship
between employees and their employers get enhanced through their granting hence
motivating reciprocation through OCB. The study established the moderating effect of
interactional perceived organizational justice on the relationship between flexibility
idiosyncratic deals and OCB. It recommends that insurance managers be focused on
the granting of fair i-deals so as to evoke innovative work behaviour from their
employees.
