This empirical study examines the relationship between psychological contract dimensions, individual expectations (PC-IE) and individual obligations (PC-IO), and job performance among employees of XZ Property Company in Beijing. A sample of 468 participants was involved through convenience sampling. Data were collected using validated scales with robust psychometric properties, administered via the Wenjuanxing platform. Analyses were conducted using SmartPLS 3.0, followed by Pearson correlation analysis. The study's key findings reveal that both PC-IE and PC-IO are positively associated with job performance, with individual obligations showing a stronger predictive relationship. Notably, while employees demonstrated high levels of job performance, a noticeable gap was observed between their strong sense of obligation and their perceived fulfillment of organizational expectations. Additionally, a moderate correlation exists between the two psychological contract dimensions. These findings support the research hypotheses, confirming the importance of both dimensions in enhancing job performance in Beijing's property management context. Based on these findings, the study proposes three human resource interventions: (1) implementing responsibility articulation protocols that incorporate security-related obligations into performance metrics, (2) establishing formal systems for documenting and managing employee resource expectations, and (3) designing compensation structures that recognize and reward accountability fulfilment. These evidence-based recommendations offer practical strategies for strengthening psychological contracts and improving service quality within Beijing’s competitive property management sector.