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Organizational support theory states that employees form a general view of the extent to which organizations support themselves and, in result of this support, pay attention to the goals of the organization and their realization. In other words, when the organization is paying attention to the welfare of employees, employees compensate this attention with more commitment and better performance. Social exchange theorists believe that the value of the give and take relationship will be higher when it is done optionally. The purpose of this study was to investigate the effect of perceived organizational support and empowerment of employees on job performance in the Kaleh Amol Company with the role of organizational citizenship intermediation. The statistical population in this research includes all the experts and executives of Kaleh Amol Company, Who are technically in charge of achieving the goals, which the number of these people is also estimated to be 114. According to the sample size formula, the sample size is 89 people. The questionnaire for this research is also from Chan et al. (2012). After analyzing the data with Pls software, it was concluded that perceived organizational support and empowerment of employees have effect on the job performance in the company of Kaldeh Amol with the role of organizational citizenship mediation.

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Studying the effect of perceived organizational support and empowerment of employees on job performance in Kaleh Amol company with the role of organizational citizenship mediation