| dc.description.abstract | When the employment relationship established, individual will have expectations on organizations, and organizations also have something to look forward, this organization and its members existence the expect of informal, namely the basic psychological contract concept (Schein, 1965). The organization may exist in the psychological contract types include transactional psychological contract, relational psychological contract, balanced psychological contract, the purpose of this study is to explore the psychological contract type of organization, organizational climate and feedbacks from others on the results (work satisfaction, job performance, job satisfaction) of the impact and organizational climate on the psychological contract between the intermediary and the effect of the results, and feedback from others on the results of the work between organizational climate and moderating effects.
In this study, workers in Taiwan as the research object, using paper and Internet questionnaire questionnaire construction survey, a total of 608 valid samples were found, including 284 men (46.9%) and females 322 (53.1%) The average age was 37.85 years. The results show that transactional psychological contract will causes negative effects on job satisfaction and organizational citizenship behaviors ,but relational psychological contract and balanced psychological contract on job satisfaction, job performance, organizational citizenship behavior has a positive influence; organization climate on the part of the psychological contract and the existence of intermediate results of the work results; feedback from others will be positive moderating the organizational climate and job performance, organizational citizenship behavior .
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