Procedural justice and POS (perceived organizational support) are two of the most important rational social exchange mechanisms. This study examined their roles on employee-supervisor pair relationships at specific work units in R&D. Data were obtained from a survey of employee-supervisor dyadic design of 78 high-tech firms located in a major city in southern Taiwan. At the cross-level analysis, the results of HLM (hierarchical linear modeling) indicated that both procedural justice and POS have significant influence on individual outcomes such as job engagement, satisfaction, and creativity. At the individual-level analysis, the results of SEM (structural equation modeling) provided support for all proposed hypotheses. The extension of the study findings related to the conceptual and practical issues of social exchange were discussed.