Linking strategy and human resource practices: How employee and customer contracts are created
描述了美国企业中四种常见的心理契约类型及其对应的人力资源实践，分析每种契约如何影响员工绩效、留任、合作和客户响应，并提出更有效管理战略与心理契约联系的建议。
Abstract Organizations implement their business strategies through the human resource (HR) practices they use. These practices are major determinants of employees' psychological contracts. How employees interpret the terms of their employment impacts motivation, innovation, and customer service. This article describes four common types of psychological contracts in US firms and the HR practices that create them. It develops a framework for understanding how each contract shapes employee performance, retention, cooperation with fellow employees and customer responsiveness. It presents recommendations for more effectively managing the link between business strategy and the psychological contract of employees. © 1994 by John Wiley & Sons, Inc.