The present research is inclined to study the relationship between two important forms of “Contract” in employment relations, psychological contract and knowledge contract, and job outcomes, i.e. employee retention and employee satisfaction. For this purpose, the data were collected from 268 employees working in the IT sector from North India. The results suggest the mediating impact of the psychological contract in the relationship between knowledge contract and job outcomes. Besides, this study develops a theoretical model that establishes the relationship between knowledge sharing and knowledge integration that plays a major role in employee satisfaction as well as retention of employees in the organization.

本研究倾向于研究雇佣关系中两种重要形式的“契约”，即心理契约和知识契约与工作成果之间的关系，即雇员的保留率和雇员的满意度。为此，从北印度的IT部门的268名员工中收集了数据。结果表明心理契约对知识契约与工作成果之间关系的中介作用。此外，本研究还建立了一个理论模型，该模型建立了知识共享和知识整合之间的关系，该关系在员工满意度以及员工在组织中的保留方面起着重要作用。