Business organizations in their work environment, aspire to create a high level of
performance and low levels of absenteeism and turnover. Organizational commitment
is considered a key factor in achieving this objective, however, it can be conditioned by
several factors, among which is the psychological contract. The literature has related
the organizational commitment with the fulfillment of the psychological contract framing
it as one of the explanatory variables. This work aims to investigate research trends on
psychological contract and organizational commitment. For this purpose, bibliometric
techniques and the software SciMAT have been used. 220 journal articles indexed in
Web of Science (WoS) were analyzed. The findings indicate that the theme chosen for
this review is valid. Based on the relationship between the two concepts, as the most
recurrent themes, issues such as the sense of justice and the consequences of the
violation of the psychological contract, normative commitment, HR management or job
insecurity are addressed. However, in the last period analyzed (2015–2018), publications
related to more sensitive topics to the present time emerge, such as the employability or
the impact of these two concepts in the new generations (millennial and generation-Y)
or the retention of talent. On the other hand, shortcomings are detected in the research
on the ideologically charged psychological contract, the analysis of the organizational
context or cultural and demographic factors in relation to both theoretical constructs.
The contribution of this work lies in giving visibility to scientific results, which will serve
business organizations as instruments for decision making in their labor management
and, for the scientific community, as knowledge of the research spaces to explore
