An Analysis of the Relationship between social Capital and its Components with Job Performance: Meta-analysis Researches from 2011-2013

"Job performance" is an organizational and institutional action that affects organizational prosperity and development according to the level of social capital and refers to efficiency and effectiveness or job drive in an organization. Organizational job performance is under the influence of job norm, in-group and out-group capital, organizational trust and social relations in a system, and creativity, innovation and organizational prosperity are among its effects. Taking advantage of social capital, occupational and social organizations escape from dependence, and by creating work ethics and increasing the efficiency of job performance, they achieve creativity and entrepreneurship. Social capital strengthens job performance by creating social commitment, increasing religious affiliation, trust, cohesion and social participation, and participating in organizational job networks. The main purpose of the research is to study the relationship between social capital and job performance in the period of 2011-2013. The research method was "meta-analysis" (quantitative) and the sample size was 22 documents, which was done by "non-probability sampling" method. The results show that there is a significant relationship between social capital and job performance, and its effect is equal to 45%. Also social cohesion (0.401); organizational commitment (0.321); social control (0.371); social trust (0.234); social participation (0.178); and religious affiliation (0.165) has had a significant effect on job performance.