Reinvigorating Employee Performance through the Roles of Human Resource Development Climate, Organizational Commitment, and Perceived OrganizationalSupport

This study leverages established theories and realizations from the literature to examine the intricate relationship between Human Resource Development Climate (HRDC) and employee performance. It highlights the mediating role of organizational commitment (OC) and the moderating role of perceived organizational support (POS) through an integrated model, addressing identified gaps in existing research — specifically, the limited studies within diverse cultural settings. A quantitative methodology was employed, and Structural Equation Modelling (SEM) was utilized for data analysis. The findings support the premise that HRDC directly influences employee performance, thereby addressing an unexplored gap in non-Western contexts and investigating the mechanisms through which OC mediates this relationship. Additionally, the study analyses how POS moderates the impact of HRDC on both OC and employee performance. The results indicate that a positive HRDC generally enhances employee performance, with OC serving as a vital mediator. Moreover, POS is found to strengthen these relationships, emphasizing its significance in maximizing the benefits of Human Resource Development (HRD) initiatives. This research contributes significantly to the theoretical understanding of the effects of HRDC on employee outcomes and offers practical implications for organizations striving to enhance their HRD practices. It also proposes directions for future research, including longitudinal studies and cross-cultural comparisons, to elucidate these relationships in diverse contexts further. The originality of this investigation lies in its potential to inform strategic HRD practices that align with organizational objectives, employee wellbeing, and broader societal needs. Moreover, the findings, derived from a rigorous academic process, hold significant relevance for HRD practitioners and other HR professionals in Iran, and may also be applicable in other countries.