Cooperation in networks and psychological contract

The paper deals with the characteristics of psychological contract in collaboration between people in networks. Some differentiating features of cooperation in networks are defined. The main typologies of psychological contracts are presented. By comparing the features of cooperation in networks and features of psychological contracts were obtained assumptions for further research. Especially following types of psychological contracts will prevail in the network cooperation: transactional, transitional, sometimes balanced and "new" psychological contract. In the area of employee obligations following characteristics of the psychological contract are supported in cooperation in networks: initiative, stewardship behavior and commitment to the job. Less support is to be expected towards commitment to the organization and serving the needs of the organization. In the area of employer obligations the cooperation in networks supports two characteristics of psychological contracts: that of existence and that of growth. Less support can be expected to support in the job and to support employees as persons. These findings can be immediately usable in practice in management of organizations and in relations between organizations and employees