The Empirical Research of the Relationships between Psychological Contract Types and Organizational Outcomes

摘要

This research examines the relationships between psychological contract types (transactional, balanced, and relational) and organizational outcomes (intention to quit and organizational citizenship behavior targeted at the organization) and the different mechanisms through which psychological contract types influence organizational outcomes systematically.We est the hypothexized model using structure equation modeling with data from a sample of 454 employees from several big cities of China. The results show that transactional psychological contract is positively related to intention to quit, balanced psychological contract is positively related to organizational citizenship behavior targeted at the organization, and relational psychological contract is negatively related to intention to quit and positively related to organizational citizenship behavior targeted at the organization. Furthermore, the results reveal that instrumentality belief mediates the relationship between balanced psychological contract and organizational citizenship behavior targeted at the organization, and affective commitment mediates the influence of relational psychological contract on intention to quit and organizational citizenship behavior targeted at the organization.