Testing Indirect Impact of Relationship Between Developmental Performance Appraisals on Job Performance

The present study aimed to investigate the relationship between developmental performance appraisal and Job performance mediated by organizational commitment and organizational support in the employees. This study performed in the Gas Company of Guilan Province in 2013. A number of 217 employees were selected as the participants using classified random sampling consistent with the sample size. Participants in this research complemented following Questionnaires: developmental performance appraisal, Organizational Commitment, Organizational support, Task Performance and Organizational Citizenship Behavior. To confirm the scale factor structure and to evaluate the suggested model, confirmative factor analysis and structural equation modeling were conducted. Moreover, Bootstrap Test was adopted to examine its mediation and meaningfulness effects. The results revealed that the suggested model satisfies a good fitting regarding provided data. The research findings showed that only the indirect path of developmental performance appraisal, organizational commitment and organizational citizenship behavior was meaningful, while the other three indirect paths (developmental performance appraisal, organizational support and commitment on task performance and developmental performance appraisal, organizational support and organizational citizenship.