This research explores relations between perceived organisational support, leader-member exchange, social support, affective commitment and job satisfaction, in African context. We hypothesized that poverty moderates the relationship between perceived organisational support, leader-member exchange, social support and affective commitment and satisfaction. We used social exchange theory as a framework for the study. We conducted an empirical study to assess the above predictions, using a sample of 367 employees in a public organisation localised in Kinshasa. As expected, both leader-member exchanges and perceived organisational support were positively related to affective organisational commitment. But no relation between perceived organisational support and satisfaction was found. Furthermore, we found an interaction effect between social solidarity and poverty, on satisfaction. The results of this study contribute to improve our understanding of organisational support dynamics, as well as leader- member exchanges in the workplace. Results also draw attention to consider both organizational leadership and social support when assessing satisfaction and organisational commitment.