“…According to social exchange theory (Blau, 1964;Cropanzano & Mitchell, 2005;Gouldner, 1960;Homans, 1958), the exchange process between organizations and employees includes both extrinsic resources (e.g., salary, job level, promotion) and socio-emotional resources, such as organizational support (e.g., Eisenberger, Huntington, Hutchison, & Sowa, 1986), leader-member exchange (e.g., Settoon, Bennett, & Liden, 1996) and organizational career management (e.g., Sturges et al, 2002). Blau (1964) suggested that, compared with extrinsic factors, socio-emotional exchange is more likely to engender employees' positive responses, such as feelings of being trusted, valued, and respected, as well as a positive expectancy of career development.…”