Psychological contract is scrutinized by different researchers recently (Robinson, 1996; Robinson ve Rousseau, 1994; Guest, 1998; Morrison ve Robinson, 1997). It reflects the mutual beliefs, perceptions, and informal obligations between an employer and an employee (Robinson, 1996; Dikili ve Bayraktaroglu, 2013). Psychological contract is non-physical agreement is in addition to economic agreements on wages and working conditions. Employees assure to work, and loyalty with this non-physical treaty and they expects safety, respectful relationship, better status (Cankir, 2010).Organizational trust is Mayer et al. (1995) is a concept that gives the literature. The definition of trust weaved in this research is the willingness of a party to be defenseless to the actions of another party relied on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to show or control that other party (Mayer, Davis ve Schoorman, 1995; Schoorman, ve Davis, 2007). According to Luhmann (1979) trust, comes from day to day with lived experience. Individuals trust, the one side is shaped by expectations about personal relationships and behavior on the other side (Shockeley-Zalabak et al., 2000; Trs. Polat & Celep, 2008).The aim of this study is to determine the public employees working in Eskiehir the effect on trust to organization and their psychological contract violation. In this study, approximately 120 public employees working in Eskisehir survey will be conducted. In this study, survey questions will emanate psychological contract violation scale made by Robinson and Rousseau (1994), organizational trust scale is Nyhan and Marlow (1997). The effect on trust to organization and their psychological contract violation will be evaluated with regression analyzes by the IBM AMOS program. Furthermore demographic differences in survey results will be obtained by applying tried to determine through analysis on IBM SPSS.