中文摘要：

将可雇佣性与心理契约相结合的研究范式，可以有效地识别出心理契约的内在结构差异性。使用209份有效问卷的实证研究发现：不同年龄和性别员工的可雇佣型心理契约不存在显著差异，但是，不同教育程度和收入水平员工的可雇佣型心理契约存在显著差异。这一研究结论说明了可雇佣型心理契约的特殊性，它有别于心理契约研究的传统结论。同时，该研究结论的实践意义在于，管理者应该根据员工的个体差异，对可雇佣型心理契约进行个性化和差异化管理。

英文摘要：

The research paradigm combining employment and psychological contract can effec- tively identify the inherent structure differences of psychological contract. Using 209 valid question- naires, we find that there does not exist remarkable difference of employability psychological con- tract among employees of different ages and genders. But there exist remarkable difference of em- ployability psychological contract among employees with different levels of education and salary. The conclusion illustrates the particularity of employability psychological contract, and it differs from the traditional conclusion. Its practical meaning lies in the fact that the managers should make an individualized management of employability psychological contract according to the individual differences of employees.