"Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements" by Jone L. Pearce and Denise M. Rousseau is a comprehensive exploration of psychological contracts, which refer to the informal expectations between employees and organizations. The book addresses the paradoxes and challenges of psychological contracts, emphasizing their role in shaping employment relationships. Rousseau analyzes the concept, highlighting its importance in understanding how informal expectations are established and how they influence organizational behavior. She explores the complexities of psychological contracts, including the blurring of implied contracts with cultural beliefs and the differing perspectives between employers and employees. The book provides an intellectual foundation for understanding the metaphor of psychological contracts, discussing topics such as contract making, the role of obligations in social life, and the implications of violating or changing contracts. The authors also address practical issues faced by human resource managers, such as how to handle contract violations and changes. While the book has limitations, such as the limitations of the contract metaphor, it offers a valuable perspective on the emotional dynamics of workplace relationships. The book received the 1996 George R. Terry Book Award from the Academy of Management, recognizing its contribution to organizational science. The authors argue that the metaphor of psychological contracts may move to the background in future debates, and suggest that organizations could be viewed as social gatherings where expectations and emotions play a significant role. The book is a valuable resource for scholars and practitioners in organizational behavior."Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements" by Jone L. Pearce and Denise M. Rousseau is a comprehensive exploration of psychological contracts, which refer to the informal expectations between employees and organizations. The book addresses the paradoxes and challenges of psychological contracts, emphasizing their role in shaping employment relationships. Rousseau analyzes the concept, highlighting its importance in understanding how informal expectations are established and how they influence organizational behavior. She explores the complexities of psychological contracts, including the blurring of implied contracts with cultural beliefs and the differing perspectives between employers and employees. The book provides an intellectual foundation for understanding the metaphor of psychological contracts, discussing topics such as contract making, the role of obligations in social life, and the implications of violating or changing contracts. The authors also address practical issues faced by human resource managers, such as how to handle contract violations and changes. While the book has limitations, such as the limitations of the contract metaphor, it offers a valuable perspective on the emotional dynamics of workplace relationships. The book received the 1996 George R. Terry Book Award from the Academy of Management, recognizing its contribution to organizational science. The authors argue that the metaphor of psychological contracts may move to the background in future debates, and suggest that organizations could be viewed as social gatherings where expectations and emotions play a significant role. The book is a valuable resource for scholars and practitioners in organizational behavior.