Unpacking Employee Responses to Organizational Exchange Mechanisms: The Role of Social and Economic Exchange Perceptions†

By Lynda Jiwen Song, Anne S. Tsui, K. Law. 2009

225 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/92dda9cf3bf766646b416b6317a93c12be43f53d

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. D. Kooij
2. Anders Dysvik
3. B. Kuvaas
4. H. Zacher
5. P. M. Bal
6. Anne S. Tsui
7. S. D. de Jong
8. P. Fu

In Organizational Behavior and Human Resource Management

1. Anders Dysvik
2. B. Kuvaas
3. D. Kooij
4. P. M. Bal
5. H. Zacher
6. S. D. de Jong
7. Jun Liu
8. P. Fu

Citations in the corpus

• Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance (2011, unknown): “Still, it should be noted that a small sample provides a more conservative test (Song, Tsui, & Law, 2009 ), and the true relationships between the variables in our study may therefore be stronger than unveiled (Aguinis & Harden, 2009 ; Kline, 2004 ).”
• Employee Green Behavior (2015, background): “Song, Tsui, and Law (2009) make a distinction between social and economic exchange processes.”
• Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support (2013, background): “In support of this, Song, Tsui, and Law ( 2009 ) found leadership style to predict perceptions of social exchange perceptions among their followers.”
• Pursuit of Whose Happiness? Executive Leaders' Transformational Behaviors and Personal Values (2010, background): “The Chinese version of the job satisfaction measure (Song, Tsui, and Law, 2009), consisting of satisfaction with the job, income, supervisors, co-workers, career progress, and advancement possibilities, was originally from Tsui, Egan, and O’Reilly (1992).”
• How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies (2013, background): “…even though management support relates to stronger perceptions among employees that they have a social exchange relationship (Shore et al., 2006; Song et al., 2009), it is important to investigate in more detail how HRM is related to the psychological contract, and subsequently to higher…”