Psychological contract (PC) has received great theoretical and research interest in the framework of the employment relationship. Although current research has described its consequences using several different perspectives, less attention has been placed on examining how PC develops. The current time-lagged study tests a model that incorporates three social exchange indicators: employer contract fulfillment, PC violation, and organizational justice. Using a two-wave survey data from 203 Spanish workers, we test a serial multiple mediation model that identifies the mechanism to explain the reciprocal exchange between the individual and the organization. The results provide evidence that employer contract fulfillment influences employees' contribution in return over time through the sense of PC violation and perceptions of organizational justice.

中文翻译：

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很难忘记随之而来的事情：雇主不履行心理契约的时滞效应

心理契约（PC）在雇佣关系的框架中受到了极大的理论和研究兴趣。尽管目前的研究已经从几个不同的角度描述了其后果，但对检查 PC 如何发展的关注较少。当前的滞后研究测试了一个模型，该模型包含三个社会交换指标：雇主合同履行、PC 违规和组织公正。使用来自 203 名西班牙工人的两波调查数据，我们测试了一系列多重中介模型，该模型确定了解释个人与组织之间相互交流的机制。结果证明雇主合同履行会影响员工