SMT indicated, however, that local agreements could be concluded on a case-by-case basis, depending on the outcome of the order book. Following discussions between managers, individuals and work teams, this agreement was accepted throughout the company. As a concept, the psychological contract will evolve and evolve, both in its impact and in its definitions. Studies conducted by Canadian psychology professor and researcher yani Likongo have shown that a particular psychological contract is sometimes established in organizations between the employee and his or her direct supervisor in order to create an “informal agreement” on work-life balance. These “agreements” support the idea of a constructivist approach involving both the employer and the worker, based on a give-and-take situation for both.  Similarities are drawn between the psychological contract and the theory of social exchange, defining the value of the relationship through a cost-benefit analysis.  The employee`s attitude to changes in the company that result in changes in the psychological contract. Hiring an employee to change jobs is directly related to the employee`s psychological contract with the manager or employer. An employee`s attitude and way of thinking about the changes that could benefit them and how they could impact the psychological contract they have with the manager.  ROUSSEAU, D.
(1995) Psychological contract in organizations: understanding of written and un written agreements. Newbury Park, California: Sage. Psychological contracts are defined by the relationship between an employer and an employee, where there are unwritten mutual expectations for each party. A psychological contract is defined as a philosophy, not as a formula or a designed plan. Characterize a psychological contract by qualities such as respect, compassion, objectivity, and trust.  Psychological contracts are formed by beliefs about exchange agreements and can arise in a large number of situations that are not necessary for changing workers.  However, the most important thing in its function is to define the relationship between the employer and the worker in the workplace. As such, the psychological contract is an essential but implicit agreement that defines employer-employee relations. These contracts can, in certain circumstances, create virtuous and infernal circles. Several scientists define the psychological contract as a perceived exchange of correspondence between one person and another party.
 The psychological contract is a kind of social exchange relationship.  Parallels are drawn between the psychological contract and the theory of social exchange, because the value of the relationship is defined by a cost-benefit analysis.  The implicit nature of the psychological contract makes it difficult to define, although there is a general consensus on its nature. This consensus identifies psychological contracts as “guilty, implicit, reciprocal, perceptual and based on expectations.”  Note how these three definitions of the psychological treatise cited by Armstrong are increasing in subtlety and sophistication….