The Mediating Role of Psychological Contract Fulfillment in the Relationship Between Organizational Support and Employee Performance

Increased competition, technologies, and downsizing, demographic diversity affect employment relationships and make the academic organization becoming more complex. As competition between firms becomes more fierce and fierce, the state of talent turnover directly affects the survival and development of the company. The human resource department is committed to effectively improving employees' enthusiasm and giving full play to employees' ability to tap into employees' potential, and then improve employee performance. One of the indicators of the company's success is the performance of the employees who work efficiently and effectively that would produce a good performance. Depending on the social exchange theory. This study examines the positive role of psychological contract fulfillment in the linking mechanism between organizational support and employee performance. The fact that organizational support plays an important role in enhancing employee performance has been studied in the literature. However, studying the mediating role of psychological contract fulfillment in the relationship between organizational support and employee performance is still needed. It is argued that psychological contract fulfillment is a vital mediator in the relationship between organizational support and employee performance. Therefore, the major aim of the current study is to provide empirical support for the relationship between organizational support and job performance and psychological contract fulfillment as a mediator.