This study examined the economic and social exchanges between employee and employer within a model in which perceived organizational support and affective and continuance commitment served as predictors and performance, altruism citizenship behavior, absence, and lateness served as outcomes. Two samples were used. 384 master of business administration students participated in Study 1, and Study 2 consisted of 181 aerospace employees and their managers, working for a single organization. Both studies supported the distinctiveness between economic and social exchanges. Study 2 showed the overall fit of the proposed model was adequate, though only social exchange, and not economic exchange, directly predicted the performance outcomes. These results suggest the importance of perceived exchanges between employee and employer.

SummaryA typology of four exchange relationships de®ned by two dimensions (degree of balance in employee and employer obligations; level of obligation) was evaluated. Three hundred and twenty seven working MBA students participated in the study. Results generally supported the existence of our proposed four-group typology since: (1) four distinct patterns of obligations emerged in the cluster analysis, and (2) mean dierences were shown for the four exchange types on the criterion variables. Of particular note was the ®nding that the mutual high obligations relationship (both employee and employer obligations were consistently perceived to be high) showed much higher levels of perceived organizational support, career future, and aective commitment, and lower levels of turnover intention than all other types of exchange relationships. This suggests the importance of dierences in the type of exchange relationship, as perceived by the employee, for both employees and organizations. #

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