Contract with Organizational Commitment and Job Satisfaction: Replaceable Variables and Theoretical Relativism

This research was conducted with the purpose of studying the probability of replacing variables and as a case study in industrial and organizational psychology. Among teachers statistical population, 532 teachers (male and female) were selected via convenience sampling. Research instruments consisted of Teakleab et al’s (2005) of psychological contract, Viswesuaran et al’s (1998) job satisfaction scale (with four subscales; work satisfaction, pay satisfaction, coworkers satisfaction and supervisor satisfaction) and Speier and Ven Katesh’s (2002) organizational commitment questionnaire. Data which were gathered from research questionnaires, were analyzed on the basis of two suggested model via structure equation modeling. Results showed that to construe of job satisfaction as a outcome variable for psychological contract and organizational commitment (as a mediator variable), have not any superiority rather than to construe of organizational commitment as a outcome variable for psychological contract and job satisfaction. This fact, relatively, support this view that, very variables in industrial and organizational psychology could be view replaceable.