This «iceberg» diagram for psychological contracts is a useful way to illustrate some of the crucial aspects and influences of psychological contract theory. The term «psychological contract action» is generally not used in relation to the psychological contract in the workplace, but may appear in the context of therapy. It would be useful to all of us if this expression and its associated theory were used as an extension of the use of transactional analysis in human communication and human understanding in general. In life, relationships and communication generally work on a very superficial level. Opportunities to explore, understand, explain and reconcile mutual expectations are largely ignored or overlooked, most often out of fear or ignorance. It is a miracle that cooperation is only one thing, considering that two people or two parties can interpret a meaning in a different way and yet seem unable to seek or offer more transparency or clarity. Achieving a fair and balanced psychological contract requires understanding and understanding important factors. The more a broad awareness of the situation of workers, the more likely it is that a mutual agreement – and a healthy psychological contract – can be established and maintained. Here is a Venn diagram that represents a rather complex view of the psychological contract, which includes important external influences that are often overlooked when trying to estimate and apply the theory of psychological contracts. Venn diagrams (developed around 1880 by the British logician and philosopher John Venn, 1834-1923) are useful in representing all kinds of situations in which two or more related domains interact or are related.

The following Venn diagram offers a simple interpretation of the factors and influences that act in psychological contracts. We can apply theory and thought on the psychological contract in a potentially broad way: psychological contracts are defined by the relationship between the employer and the worker, where there are unwritten reciprocal expectations for each party. A psychological contract is more defined than a philosophy, not as a formula or a developed plan. Characterization of a psychological contract by qualities such as respect, compassion, objectivity and trust. [4] Psychological contracts are formed by beliefs about exchange agreements and can occur in many situations that are not necessary employer-worker. [5] It is, however, of the utmost importance in its function of defining the employment relationship between the employer and the worker. As such, the psychological contract is an essential but implicit agreement that defines employer-employee relations. These treaties can lead, in certain circumstances, to virtuous and malevolent circles.