文献回顾 组织心理学家Argyris（1960）首先提出了“心理的工作契约”(Psychological work contract) 的概念，来刻画存在于员工与工头间的隐性及非正式的关系，但没有提出确切的定义。
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而心理契约的违背则会导致员工低的工作满意度、组织承诺和组织公民行为。
However, psychological contract violation can leads lower working satisfaction, organizational commitment and organizational citizenship behavior.
在这一过程的不同阶段，员工的需求、态度、工作行为都存在着较大的差别，员工与企业之间的心理契约在内容上也会发生变化。
At each stage of his career, an employee 's demand, attitude to work and behavior are different, so the content of the psychological contract between the employee and the employer is also changing.
违反这一心理契约将对忠诚度，积极性和工作人员的组织承诺(希斯·洛普2003年)有负面影响。
Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003).
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