In recent years, scholars have increasingly recognized that the theoretical underpinnings of employee-organization relationships (EOR) are in need of further extension in light of recent organizational changes. In prior research, the study of EOR has been based on social exchange theory, and the psychological contract (PC) has played a central role in understanding this crucial aspect of organizational life. The main objective of this paper is to provide an integration of the existing literature by adopting a multiple-foci exchange relationships approach. Specifically, we looked at identification; the quality of relationships and exchanges with the leader, coworkers, and other organizational agents; justice perceptions involving several organizational sources; and perceived organizational, leader, and coworker support to expand our understanding of the PC. Overall, we advocate a multiple-foci exchange relationships approach that will ultimately enable us to develop a more comprehensive understanding of the complex nature of PCs in 21st century organizations.

中文翻译：

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了解21世纪组织中心理契约的变化性质

近年来，学者越来越认识到，鉴于最近的组织变革，员工-组织关系（EOR）的理论基础需要进一步扩展。在先前的研究中，对EOR的研究一直基于社会交换理论，而心理契约（PC）在理解组织生活的这一关键方面起着核心作用。本文的主要目的是通过采用多焦点交换关系方法来整合现有文献。具体来说，我们研究了身份识别；与领导，同事和其他组织机构的关系和交流的质量；对正义的看法涉及多个组织来源；以及组织，领导者，和同事的支持，以扩大我们对PC的了解。总体而言，我们提倡采用多焦点交流关系方法，这最终将使我们对21世纪组织中PC的复杂性质有更全面的了解。