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Abstract
Psychological contracts are referred to as agreed assurances or prospects that are bartered between the potential employee and the organization and are generally unspoken and understood. However, organizational commitment is referred to as the connection an employee feels with the organization and the level of dedication and loyalty the employee displays towards the organization. A thorough analysis establishes that there are several factors which effects the employees’ commitment towards organization. Also, the extent to which the psychological contracts are fulfilled or breached affects the employee behavior. An Empirical Study was done in order to establish the relationship between psychological contract and organizational commitment. Also the effects of betrayal and fulfillment of psychological contracts were studied in relation to organizational commitment. A sample size of 225 was undertaken and through a structured questionnaire the respondents were asked to mark their viewpoints. Mean, chi-square tests are applied to obtain the results from data