The relationship between meritocracy, job pressure, job control, and perceived organizational support with employee performance

Employee performance is an issue that is closely related to the organization's achievement of its set goals, so that employee performance is considered equivalent to the organization's performance. The aim of this study was to investigate the relationship between meritocracy, job pressure, job control and perceived organizational support with employee performance, which in terms of purpose, was practical and correlational. The statistical population of this study was all employees of Saderat Bank branches in Bushehr province. Using Cochran's formula, a sample of 242 people was selected and examined by random sampling method. The method of collecting field information and tools was to collect the questionnaires of Moher et al. (2006), Lee and Babco (1998), Chiang and Hesiyeh (2012), Hosseini et al. (1392) and Moghimi (1390). The validity of the questionnaires was confirmed by the validity of the content and the review of the professors, and the reliability of the questionnaires was obtained by Cronbach's alpha, all research variables above 0.7. Finally, the data were measured and analyzed using structural equations. The results showed that at a significance level of 0.05 there is a negative and significant relationship between job pressure and employee performance. But the relationship between job control, perceived organizational support, and meritocracy has been positive and significant on employee performance