The Role of Psychological Contract Fulfillment on Job Burnout

According to Social Exchange Theory، Employees participate actively in social interactions and considering their inputs they expect outputs from these interactions. Employees'' exchange in organizations، if interpreted justly، leads to understanding organizational trust and organizational support. One of these interactions is employment relationships. Psychological contract is trying to explain such a relationship between employees and the organization. If employees perceive that the organization has made its promises and obligations، Psychological contract will rise in a way to act as a kind of organizational support which can be considered as a buffer against work and environmental stress. The aim of this study is to investigate the role of psychological contract fulfillment considering cognitive differences and perceived organizational support as mediators for job burnout. The research method is functional، descriptive-survey and is specifically Structural Equation Modeling. The population of this research is Imam-Khomeini hospital nurses، 188 of them were chosen using stratified random sampling. The results indicated good fitting proposed model in which perceived organizational support and cognitive characteristics as mediating variables explain the effect of psychological contract fulfillment in burnout reduction. Research results show that the psychological contract fulfillment has a significant negative relationship with burnout، either directly or indirectly. Fulfilling psychological contract reduces nurses'' job burnout and leads to an increase in positive affectivity and perceived organizational support and to reduce negative affectivity among nurses.