A balanced psychological contract is an employer–employee relationship that features an expectation of career advancement in exchange for high performance on work assignments. The major purpose of this study was to establish an extended theoretical framework for this hybrid type of contract and quantitatively examine its nomological network. Specifically, the primary goal was to examine in a multilevel study the relationship between balanced contracts and managerial personality, using the Five Factor Model. A secondary goal was to examine whether the interaction between personality and balanced contracts predicts employees' satisfaction with their work. The sample data were collected from 48 small business leaders and 244 of their employees in Canada. Multilevel analysis showed that managers' conscientiousness and openness to experience were the strongest predictors of balanced contracts. In addition, the interaction between openness to experience and balanced contracts was significantly related to employee job satisfaction. We conclude by discussing potential limitations, possible future research avenues, and practical implications.

平衡的心理合同是一种雇主与雇员的关系，其特征是期望职业发展，以换取在工作任务中的高绩效。这项研究的主要目的是为这种混合类型的合同建立一个扩展的理论框架，并定量检查其法理网络。具体而言，主要目标是使用五因素模型在多层次研究中研究均衡合同与管理人格之间的关系。第二个目标是检查人格与均衡合同之间的相互作用是否可以预测员工对其工作的满意度。样本数据是从48位小型企业领导者及其244位加拿大员工中收集的。多层次分析表明，管理者的 认真和开放的经验是平衡合同的最强预测指标。此外，开放经验和平衡合同之间的相互作用与员工的工作满意度显着相关。最后，我们讨论了潜在的局限性，可能的未来研究途径以及实际意义。