心理契约的信任和违背
在全球化趋势下，结构调整，规模缩小，心理契约在当代就业关系中扮演一个越来越重要的角色。组织在压力下做激进或连续的变革，必须修改他们的雇佣关系以及在雇佣关系下的心理契约。心理契约涉及到员工对他们的雇主的义务，以及雇员所理解的雇主对他们的义务。在这种变革的环境下，以长期工作保障换取艰苦工作和忠诚的传统的契约也许不再是有效的(Sims，1994), 并且雇员和雇主现在都在反思他们的相互义务。更加重要地，这些变革增加了心理契约违背的可能性。组织必须一再及时处理，重新协商，并且修改雇用协定的期限连续地适应改变的情况(Tichy,1983；Altman and Post, 1996)和因而较不愿意或较不能履行他们的所有承诺。另外， 既使当一个实际裂痕并没有发生，连续的契约变革意味着为雇员和雇主误会协议和察觉违反契约增加了机会。这不应该惊奇，因此，多数雇员时常相信他们的雇主破坏了他们的雇用协定的某一方面(Robinson and Rousseau,1994)。
Trust and Breach of the Psychological Contract
In light of trends toward globalization, restructuring, and downsizing, psychological contracts are playing an increasingly important role in contemporary employment relationships. Organizations, under pressure to make rapid and constant changes, have had to alter employment relationships and the psychological contracts that underlie them. Psychological contracts refer to employees' perceptions of what they owe to their employers and what their employers owe to them. In this climate of change, the traditional contract of long-term job security in return for hard work and loyalty may no longer be valid (Sims, 1994), and employees and employers alike are now reconsidering their mutual obligations. More importantly, these changes have increased the likelihood of psychological contract breach. Organizations must now repeatedly manage, renegotiate, and alter the terms of the employment agreement continually to fit changing circumstances (Tichy, 1983; Altman and Post, 1996) and thus may be less willing or less able to fulfill all of their promises. In addition, constant contract change means increased opportunities for employees and employers to misunderstand the agreement and to perceive a contract breach even when an actual breach did not occur. It should not be surprising, therefore, that the majority of employees currently believe their employer has breached some aspect of their employment agreement (Robinson and Rousseau, 1994).
