Measuring Social Exchange Constructs in Organizations

Although social exchange has been frequently referred to as a framework for exploring employee-organization relationships, the role of potentially important exchange related variables such as communication climate and change communication are less understood. The present research aimed to assess the measurement properties of an expanded set of social exchange constructs. The measurement properties of change communication, communication climate, perceived organizational support, procedural justice, affective commitment, and cynicism toward organizational change were tested using competing confirmatory factor analytic models. After appropriately defining items and refining individual scales, confirmatory factor analyses provided evidence in support of an expanded set of social exchange constructs. Despite high correlations between some of the variables, tests for discriminant validity established that respondents (N = 500) could reliably distinguish between the full set of constructs. Furthermore, Harman's One Factor Test for common method variance suggested that the variance in the data could not be explained by a single construct. Practical implications for the use of this set of social exchange constructs in organizational contexts are discussed.