This study aimed at identifying the extent to which the participative leadership contributes to improving the employees’ performance of An Nab’a Company in the fields of authority delegation, participation in decision-making and the degree of human relations possessed by leaders. This study employed the descriptive analytical method, which was proportionate to the subject of the study. To achieve the objectives of the study, the researcher used a questionnaire tool to collect information and data that consisted of two main areas. The first area was to measure the extent to which the leaders and officials of an Nab’a Company practice the participative leadership. The second area was to improve the job performance of the company employees. The questionnaires were distributed to the study population, which numbered 152 employees. But, the number of respondents reached 111 employees, which accounted for 73.02% out of the whole study population. The study has come up with several interesting results. First, there is a statistically significant relationship between the areas of participative leadership among the leaders and officials of an Nab’a Company to improve the job performance of their employees. The study also showed that the leaders and officials of the company prioritized the three relevant fields as followed: (1) authority delegation (2) human relations and (3) participation in decision-making. The study indicated that the level of job performance improvement got a very high score. Based on the results of the study, the most prominent recommendations were to rehabilitate all job levels in the company and to prepare all employees for administrative and leadership works, each according to their job level. Furthermore, the study emphasized the fact that the competent leaders should necessarily continue to enhance the practice of participative leadership. They should furtherly activate the areas of this style of leadership through participating in making decisions, delegating authority and practicing human relations during and after work hours. Also, they should instruct their employees to participate in work teams seriously. On the other hand, the company management should develop mechanisms for granting rewards and incentives to employees. It should also make the promotion system clear to all employees, which goes in line with the employees’ aspirations. In return, such mechanisms will undoubtedly contribute to improving the job performance of the company employees.