中文摘要：

心理契约是员工——组织关系的重要形式，组织中的心理契约是发展变化的。该研究采用追踪设计，以189名大学本科毕业生为研究对象，考察员工入职前初始信念和入职后组织提供的诱引因素以及两者之间的交互作用如何影响员工对组织义务感的改变。研究发现：组织支持对关系型义务感和交易型义务感的变化都有明显的影响作用，其对关系型义务感的影响强于对交易型义务感的影响；员工入职前初始信念对员工义务感发展的影响作用受到组织诱引包括工作奖赏和组织支持的调节。

英文摘要：

Psychological contract （PC） is a key aspect in the employee - employer relationship, which develops over time in an organizational context. Few longitudinal studies exist regarding the nature of the employee PC and the causes of its change. A decade ago, three studies suggested that PC obligations would change in the first two years of employment （Robinson, Kraatz and Rousseau, 1994; Robinson, 1996; Thomas and Anderson, 1998）. Despite the fact that certain changes in employees＇ obligations to their employers have already been demonstrated, some important issues still remain to be addressed. The present study examined the change in the PCs of new entry - level college graduates in a Chinese organizational context. The study investigated how individual and contextual factors contributed to PC change over two time intervals. Specifically, the study examined the role played by individual preemployment beliefs concerning employment relations and organizational inducement in influencing changes in employee obligations. The following are the three major hypotheses proposed in this study： （1） initial changes in newcomer PCs will be in the direction of their existing beliefs; （2） organizational inducement including job rewards （JR） and organizational support （OS） will promote changes in employee obligations; specifically, JR is closely related to the transactional components of a PC, whereas OS is closely related to the relational components of a PC; （3） organizational inducement will moderate the relationship between the preemployment beliefs of new recruits and their PCs; specifically, JR will promote a positive relationship between short - term beliefs and changes in the transactional components of a PC change, whereas OS will enhance a positive relationship between long - term beliefs and the relational components of a PC. A longitudinal sample of college graduates was used to test the abovementioned hypotheses. Time 1 data were collected from graduates who had already secured flail -