Exchange Between Superiors and Subordinates in Large Organizations

Social exchange theory is used to formulate hypotheses about superior-subordinate relations in large complex organizations. The behavior of superiors were characterized as expressive and instrumental. These two modal types of behavior can be considered reconceptualizations of the human relations and Weberian models of supervisory behavior, respectively, into exchange terms. It was predicted that both modes increased subordinates' social profit, resulting in increased loyalty to the superior, greater compliance with his demands, and reduced conflict between the two organizational levels. However, intermediary exchange processes differ in the two categorizations. Expressive behavior deemphasizes status distinctions and fosters supportive work environment thus reducing subordinates' costs of interaction on the job. Instrumental behavior maintains distinctions in status between the two levels, providing rewards to subordinates. Data from self-administered questionnaires, collected in one district of a large Midwestern organization, are used to support the hypotheses derived from the theoretical model and suggest the utility of further research using social exchange theory.