Unpacking Employee Responses to Organizational Exchange Mechanisms: The Role of Social and Economic Exchange Perceptions†
研究通过多层线性模型分析，发现员工对社会和经济交换关系的感知，部分中介了CEO变革型领导、整合型组织文化及互惠雇佣方式对员工情感承诺和任务绩效的影响，但对组织公民行为无显著中介作用。
Organizations form different degrees of social and economic exchange relationships with their employees. In this study, we unpack employee responses to organizational-level mechanisms of executive leadership style, organizational culture, and employment approaches by examining the mediating role of employees' perceptions of social and economic exchange relationships. The results of hierarchical linear modeling analyses show that social exchanges partially mediate the influence of the CEO's transformational leadership, an integrative organizational culture, and the mutual investment employment approach on affective commitment and task performance but not on organizational citizenship behavior. Economic exchanges partially mediate the influence of a hierarchical culture on all three employee outcomes and mediate the influence of the quasi-spot contract employment approach on commitment and organizational citizenship behavior but not on task performance. These results suggest the need for further understanding of the role of social and economic exchanges in organizational research.