Abstract: Two main social exchanges, POS (exchange between employees and their organizations) and LMX (exchange between employees and their immediate supervisors), have been researched in organizational behavior. But the present papers only focus on direct exchanges, namely from POS and LMX directly, without any mediator to employees’ work outcomes, such as organizational commitment, job satisfaction, job performance, organizational citizenship behavior and turnover intentions. In this paper, we test the effects of POS and LMX on above work outcomes mediated by organizational affective commitment and job satisfaction. Based on 919 valid data, we compare four structure equation models and find the effects of POS on employees’ outcomes are all indirect, while the effects of LMX on the outcomes are both direct and indirect. The theoretical and practical implications of the different findings and the limitations of the research are also discussed.

Key words: perceived organizational support, leader-member exchange, direct exchange, indirect exchange