Abstract
This study examines the effect of organizational social exchange on normative commitment and intention to leave. Building upon the literature of social exchange theory and organizational commitment, we develop a moderated mediation model with normative commitment as a mediator in the relationship between organizational social exchange and intention to leave, and power distance orientation as a moderator on the indirect link of organizational social exchange with intention to leave via normative commitment. Designing the study in two waves, we collected the data from 176 employees working at a bank in Macau. The results largely supported our hypotheses. Implications of the results for theories and practices are discussed.
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