The psychological contract stands at the center of our theoretical model. This construct measures the mutual expectations and inducements of employer and employees that go beyond the obligations in the formal, legal employment contract. Based on this, we analyze which factors influence the stability of this contract, and what effects the fulfillment or non-fulfillment of a contract has on the work attitudes and behavior intentions of the employees. In addition to the personal and organizational key characteristics of the Swiss Federal Statistical Office, attitudes such as career orientation also act as influencing factors. In order to comprehensively analyze the work situation, influencing factors of human resource management such as work design and leadership are also surveyed. Finally, a wide range of work attitudes and employee behavioral intentions are measured as outcome variables.