心理契約（psychological contract, PC）是可能足以影響員工工作態度的重要構念，但目前針對觀光產業從業人員的心理契約研究還相當有限，致使產學兩界都無法確定其他產業的心理契約研究發現是否適用於觀光產業。本研究以國內的三家國際觀光旅館的員工為對象，探討從業人員的心理契約是否符合既有文獻所述。研究結果顯示，受訪者的心理契約確實可以區分為關係取向與交易取向，但這兩個取向彼此正相關，集群分析的結果無法獲得符合理論架構的四種類型，而且心理契約違反無法區分為關係與交易取向，心理契約取向對工作態度的解釋能力也偏低，但心理契約違反對離職意圖確實具備不錯的解釋能力。

Psychological contract (PC) is a potentially significant determinant to the job attitudes of employees. However, the empirical researches of PC in tourism industry are inconclusive. Researchers and practitioners cannot assure whether the theory of PC is applicable in tourism industry or not. This study uses a sample of employees in three international tourists' hotels to investigate the applicability of PC theory in tourism industry. Our results indicate that, as the suggestions of existing literature, the relational and transactional components of PC are in existence and the violation of PC contributes to the negative job attitudes of employees. However, two anomalies are emerged: the types of PC are not in concordance with existing literature; the perceived violation of PC cannot be separated into relational and transactional components. Also, the explaining power of PC components on job attitudes is not impressive, although the explaining power of PC breach and violation on turnover intention is acceptable.