目录 1.introducation
2.What is The Psychological Contract?
3.Individual and the Contract
4.Why is the Psychological Contract Important to the Organization?
5.How to successfully manage the psychological contract of employees
6.Conclusion 参考资料 Bunderson, Stuart. "How work ideologies shape the psychological contracts of professional employees: doctors' responses to perceived breach." Journal of Organizational behavior 2000, Volume: 22.
De Meuse, Kenneth P., Bergmann, Thomas J., and Lester, Scott W. "An investigation of the relational component of the psychological contract across time, generation, and employment status." Journal of Managerial Issues 2001, Volume: 13, Issue: 1.
Farmer, Steven M., and Fedor, Donald B. "Volunteer participation and withdrawal: A psychological contract perspective on the role of expectations and organizational support Nonprofit Management and Leadership." Nonprofit Management and Leadership 1999 Volume: 9 Issue: 4.
Lester, Scott W., and Kickul, Jill. "Psychological contracts in the 21st century: What employees value most and how well organizations are responding to these expectations." 2001, HR. Human Resource Planning Volume: 24, Issue: 1.
Lester, Scott W., Turnley, William H., Bloodgood, James M., and Bolino, Mark C., "Not Seeing Eye to eye: differences in supervisor and subordinate perceptions of and attributions for psychological contract breach." Journal of Organizational Behavior 2002 Volume: 23.
Niehoff, Brian P., and Paul, Robert J. "The just workplace: Developing and maintaining effective psychological contracts." Review of Business 2001 Volume: 22, Issue: 1/2.
Rousseau，D. M. “The ‘problem’ of the psychological contract considered.” Journal of Organizational Behavior 1998:19.
Schwarz, S. H. “A theory of cultural values some implications for work. Applied Psychology.” International Review 1999: 48(1).
Smithson, Janet, Lewis, Suzan, "Is job insecurity changing the psychological contract?” Personnel Review 2000 Volume: 29.

In today's competitive environment, organizations must use their people as a competitive force, and this calls for a new integral role for the human resource function. Because of the development of the technology and the increasing of the importance of the service work, it makes the organizations to spend a lot to find and remain the good employees. This is a really big challenge for the human resource management. The only way to deal with challenge is to give your employee good reward (psychological contracts). Just in this way, the employees will be committed and motivated to giving their very best towards the organizations.