如果组织能更直接地告诉员工他们是如何改变心理契约的，那么员工可能就能有效地应对心理契约的变化。

Employees could probably cope effectively with changes in the psychological contract if organizations were more forthright about how they were changing it.

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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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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.

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