Introduction: Nowadays due to the importance of nonprofit capitals such as psychological capital in using material capitals based on human, it is possible to consider the psychological capitals management as an important point in organizational studies by forming positivist psychology movement. Positivist psychology movement has had important results for leaders and managers of human resource and has showed that using positivist psychology principles have relation with operation improvement and efficiency, in practice.  
Method: Present research has analyzed the relationship between psychological capital and organizational obligation and perceived job performance of headquarters staff in education system of Isfahan by descriptive method in correlation type. All 520 employees of education system in Isfahan took part in the statistical universe of this survey. 220 people were chosen by using convenience sampling method and Cochran's sample size formula. To collect data, psychological capital questionnaire of Luthnas and et al. (2007) with 24 questions, Allen and Meyer's organizational commitment questionnaire (1991) with 24 questions and Paterson’s perceived organizational performance questionnaire (1970) with 15 questions based on 5 degree Likert scale have been used. The validity of all three questionnaires were estimated by using Cronbach’s alpha coefficient (α) which equals to 0.79 in psychological capital, 0.80 in organizational commitment and 0.90 in perceived organizational performance.
Findings: The result has shown that there are significant relationship between psychological capital with its dimensions and organizational commitment (r=0.537, P< 0.01), also there are significant relationships between psychological capital and all dimensions and perceived organizational performance (r=0.344, P<0.01), According to indexes of (GFI=0/87, AFGI=0/87, CFI=0/91, CMIN=2.54). The model has had the fitness for variables.
Discussion: According to relation of all psychological capital dimensions and perceived organizational performance and organizational commitment and predicting role of psychological capital, it has concluded that to investing on improving psychological capital causes to improve organizational commitment and optimizing perceived organizational performance. Furthermore, positivism of psychological capital is more important due to it is able to predict more.