Abstract: This research examines the relationships between psychological contract types (t ransactional, balanced, and relational) and organizational outcomes (intention t o quit and organizational citizenship behavior targeted at the organiza tion) and the different mechanisms through which psychological contract types in fluence organizational outcomes systematically. We test the hypothesized model u sing structure equation modeling with data from a sample of 454 employees from s everal big cities in China. The results show that transactional psychological co ntract is positively related to intention to quit, balanced psychological contra ct is positively related to organizational citizenship behavior targeted at the organization, and relational psychological contract is negatively related to int ention to quit and positively related to organizational citizenship behavior tar geted at the organization. Furthermore, the results reveal that instrumentality belief mediates the relationship between balanced psychological contract and org anizational citizenship behavior targeted at the organization, and affective com mitment mediates the influence of relational psychological contract on intention to quit and organizational citizenship behavior targeted at the organization.