Personalization and performance: exploring idiosyncratic deals’ impact on justice perception and hierarchical organizational culture in the Indian hotel industry

Abstract This research seeks to analyze idiosyncratic deals’ (I-deals) effectiveness in five-star hotel firms on individual performance while using perceived distributive justice (PDJ) and perceived procedural justice (PPJ) as mediators and hierarchical organizational culture (HOC) as a moderator. Data was collected through a two-wave survey of 399 front-line employees and establishes the measurement model through confirmatory factor analysis. Using structural equation modeling and the bootstrapping method, the study shows that I-deals positively impact individual performance and that PDJ and PPJ act as mediators. HOC emerges as a moderator influencing these relationships. Thus, the study offers implications for the hotel industry by emphasizing the need to organize I-deals concerning the fair distribution of resources and procedural fairness and incorporating cultural values to enhance their positive impact on employees’ performance.