Investigating Person–Job Fit, Job Performance, Psychological Capital, and Job Burnout Among Pre‐Hospital Emergency Personnel: A Cross‐Sectional Study

ABSTRACT Background and Aim One of the critical factors in achieving optimal job performance in high‐pressure environments, such as prehospital emergency services, is person–job fit. However, burnout, which results from continuous work‐related stress, can reduce job performance. In this context, psychological capital may act as a protective factor for job performance, although these relationships have been underexplored in previous studies. This study aimed to examine the relationships among person–job fit, job performance, psychological capital, and job burnout among prehospital emergency personnel. Methods This descriptive‐analytical study was conducted among 370 pre‐hospital emergency personnel in southern Fars Province, Iran, during 2024–2025. Participants completed a demographic questionnaire and standardized instruments assessing person–job fit, job performance, psychological capital, and job burnout. Data were analyzed using SPSS version 27 and the PROCESS macro version 4.1. Results The results indicate that person–job fit is positively associated with psychological capital and job performance. Conversely, person–job fit, psychological capital, and job performance are negatively associated with job burnout. In the PROCESS macro analysis, the total effect of person–job fit on job performance was significant. Furthermore, the mediating effects of psychological capital and job burnout in the relationship between person–job fit and job performance were also significant. Conclusion The findings of this research confirm that the alignment between individuals and their jobs significantly enhances job performance. Additionally, psychological interventions aimed at improving psychological capital and reducing burnout in high‐stress environments, such as prehospital emergency settings, can be highly beneficial. These insights are valuable for managers and policymakers when designing training programs and interventions to enhance job performance.