Introduction
With the advancement of technology and the application of management knowledge in various organizations, employees who work in service and safety organizations, such as fire departments, face many challenges in crisis management, which can affect their physical and mental health and ultimately their job performance. Crisis management refers to the ability to manage crises through integration with other systems and tools. Crisis management is not only about preparation activities and tasks that must be performed during a crisis, but also emphasizes on identifying and predicting the cause of crises and how to recognize them based on the type of disasters.
Since firefighters deal with major stressors daily, including life-threatening missions and exposure to physical and mental injuries, adverse weather conditions and hazardous materials, more attention should be paid to their job-related factors, such as job adaptability, job commitment, job satisfaction and job performance. Some studies have indicated the positive effect of job satisfaction on job performance. The mediating role of job satisfaction can be explained based on achieving a series of needs such as relationship with colleagues and managers, working conditions and promotion opportunities. Commitment in an organization also has significant effects on the job performance of employees. Job commitment can affect job quality and workforce productivity. Therefore, it is necessary for organizations to prepare the ground for increasing the job commitment of employees to improve their job satisfaction and job performance. This study aims to investigate the mediating role of job satisfaction in the relationship of career adaptability and job commitment with the job performance of employees in fire departments.

Methods
This is a descriptive-correlational study. Participants were 80 employees of the Fire Department In Qom Province, Iran, who were selected by simple random sampling method. Among them, 60 people completed the questionnaires completely. Four questionnaires were used to collect data: Song et al. (2023) 12-item career adapt-ability scale, Blau & Boal’s 8-item job commitment scale, Irawanto et al.’s 5-item job satisfaction scale and Sony and Mekoth’s (2016) 5-item job performance scale. The items of questionnaires were rated on a 5-point Likert scale (1=completely disagree, 2=disagree, 3=no opinion, 4=agree, 5=completely agree). The data analysis was done using structural equation modeling with a partial least squares approach in Warp PLS software, version 7.0.

Results
Job commitment had a significant relationship with job satisfaction (t=0.687, P<0.001). The relationship of career adaptability with job satisfaction was not significant (P=0.087). The relationship of job satisfaction with job performance was significant (t=0.321, P=0.004). The relationship of job commitment with job performance mediated by job satisfaction was significant (t=0.221, P<0.001). The relationship of career adaptability with job performance was not significant even after mediation by job satisfaction (P>0.05).

Conclusion
Job commitment in employees of the Fire Department in Qom Province has no significant direct relationship with their job performance; however, it has an indirect significant relationship with their job performance after mediation by job satisfaction. Their career adaptability has no significant relationship with job satisfaction. This means that the Fire Department employees might not be satisfied with their working conditions due to some shortcomings in the organization, despite adaptation to their difficult job conditions. There is no significant relationship between career adaptability and job performance in fire department employees, even after mediation by job satisfaction.

Ethical Considerations

Compliance with ethical guidelines
All ethical principles were considered in this study. A written informed consent was obtained from all participants.

Funding
This research did not receive any specific grant from funding agencies in the public, commercial, or not-for profit sectors.

Authors' contributions
Conceptualization, methodology, validation, investigation, visualization, resources, review & editing: All authors; writing initial draft: Nayyereh; Eskandari; Supervision: Ali Hamidizade.

Conflicts of interest
The authors declared no conflict of interest.

Acknowledgments
The authors would like to thank the personnel of the Fire Department in Qom who participated in this study for their cooperation.