编辑在出版产业中居于核心地位。在中国出版业转企改制的背景下，编辑与出版社之间原有稳定的劳动关系被打破，他们对出版社的心理预期也在悄然改变。心理契约是存在于出版社和编辑之间的没有明文规定的契约，它能够影响编辑的工作投入和离职意向。对图书编辑的心理契约进行研究，认识三者之间的关系，对于改善出版社的管理具有重要的意义。 研究以出版社的图书编辑为研究对象，分为两个部分。研究一深入访谈了15位编辑，了解他们对心理契约组织责任和员工责任相关问题的看法，运用扎根理论的方法进行编码，分析编辑心目中的心理契约内容和影响因素。研究二通过问卷调查的方法，收集了185名出版社编辑填写的问卷数据，了解心理契约、工作投入、离职意向的现状，研究他们之间的关系和作用机制。 研究结论如下：（1）编辑心理契约组织责任的内容包括规范、人际、发展3个方面；影响心理契约组织责任履行的因素包括企业政策、企业特征、沟通、社会条件4个方面。（2）编辑心理契约员工责任的内容包括规范、人际、发展3个方面；影响心理契约员工责任履行的因素包括企业、个人、工作、公平4个方面。（3）心理契约对工作投入有显著正向影响。（4）心理契约对离职意向有显著负向影响。（5）工作投入对离职意向有显著负向影响。（6）工作投入在心理契约组织责任与离职意向之间的关系中具有部分中介作用，在心理契约员工责任与离职意向之间的关系中具有完全中介作用。

Editors play a key role in the publishing industry. Under the context of the transformation of Chinese Publishing Industry from public institutions to enterprises, the original stable relationship between editors and the presses has been broken down. Along with it changes the anticipation of editors for the presses. The psychological contract of book editors refers to the implicit agreement between the press and the editors, which can have a certain impact on editors’ work engagement and turnover intention. The study on book editors’ psychological contract and the relationship among psychological contract, work engagement and turnover intention of book editors is of great significance for improving the management of the press. This dissertation, taking book editors as the participants, is divided into two parts. In part one, based on interviews with 15 editors on their ideas of organization and employee responsibilities in psychological contract, which are then coded according to the grounded theory, the author analyzes the editors’ concept on the content of and the factors that influence psychological contract. In part two, based on the questionnaire on 185 editors of presses, the author analyzes the status quo of, the relationship among and the functioning mechanism of psychological contact, work engagement and turnover intention. The conclusions are as follows: (1) the organization responsibilities in the psychological contract of editors include regulation, interpersonal relationship and development and what influences the performance of organization responsibilities in the psychological contract includes enterprise policies, enterprise characteristics, communication and society conditions. (2) the employee responsibilities in the psychological contract of editors include regulation, interpersonal relationship and development and what influences the performance of employee responsibilities in the psychological contract includes enterprise, individual, work and fairness factors. (3) psychological contract produces an obvious, positive impact on work engagement. (4) psychological contract produces an obvious, negative impact on turnover intention. (5) work engagement has an obvious, negative impact on turnover intention. (6) work engagement is a partial mediator in the relationship between organization responsibilities in the psychological contract and turnover intention, and serves as a complete mediator in the relationship between employee responsibilities in the psychological contract and turnover intention.