Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from university employees
本研究通过纵向数据识别出六种心理契约模式，发现包含双方多种义务的模式与员工更高的活力和工作熟练度相关，对组织管理者理解员工心理契约有参考价值。
This study identified patterns of psychological contract (PC) and examined how these patterns were related to employee well-being and in-role performance over time (T1–T3). PC was measured at T1 based on cross-sectional data and well-being and performance longitudinally in two consecutive years (T1−T3) among university employees. Latent profile analysis revealed six different patterns of PC at T1. These were labelled (1) strong and balanced (n = 131), (2) average and balanced (n = 382), (3) employer-focused (n = 79), (4) employee-focused (n = 59), (5) balanced transactional (n = 224) and (6) employee-focused relational (n = 322). The longitudinal findings showed that the employees in PC patterns 1 and 2 experienced more vigour at T1–T3 than those in pattern 5, while the employees in pattern 2 reported higher proficiency at work at T1–T2 than those in pattern 6. Employee job satisfaction did not vary between patterns. Altogether, the PC pattern that included many different obligations on the part of both employee and employer seemed to result in better employee well-being and in-role performance.