The literature generally provides for the organizational implications of the relational and transactional (psychological) contracts. What could be some implications of balanced and ideological (psychological) contracts beyond relational and transactional?
Meaningfulness is a separate variable, do you mean 'meaningful implications'???? secondly if you define what you mean by ideological and balanced contract it would be more easy to answer your question.
The following article can be useful:
-Fauzia Jabeen, Mohamed Behery, Hossam Abu Elanain, (2015) "Examining the relationship between the psychological contract and organisational commitment: The mediating effect of transactional leadership in the UAE context", International Journal of Organizational Analysis, Vol. 23 Issue: 1, pp.102-122, https://doi.org/10.1108/IJOA-10-2014-0812
Psychological contracts may be viewed as legal contracts between the employee and the employer (Burch et al, 2015).
The psychological contract has been used widely as a framework for understanding the
employment relationship and explanation of job attitudes and behaviors (Guest 2004;
Zhao et al. 2007).
Argyris (1960) used the structure of the psychological contract to describe the relationship between the employee and the organization as well as the interaction on any other parties. He defined the contract as an unwritten and subjective understanding between two sides with respect to the mutual norms. Rousseau (2009) emphasized on high-quality informal relationship and on the reflection of sensitivity of human management thinkers,
especially McGregor (1960).
http://www.na-businesspress.com/JMPP/BurchGF_Web16_2_.pdf
http://www.matthijsbal.com/articles/Bal_Vink_2011_IJHRM.pdf
https://ijms.ut.ac.ir/article_55034_6ee552259936f07a1a7741f47fe28139.pdf
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