Many new management concepts have received the attention of researchers in the field of management and human resources, including the concept of contextual performance, which has received significant attention recently, requiring further studies. Based on the criteria of social exchange theory, this study developed a framework to analyze the mediating effect of organizational support (the mediating variable) on the relationship between HRM practices and administrative contextual performance (dependent variable). It is a descriptive and interpretive study conducted using a survey research design. Data were taken from 189 senior and middle managers of Burj Al Arab Food Industries (BAFI) through the stratified random sampling method. Quantitative data were analyzed through SPSS using Process Hayes Macro. The results showed a significant effect of HRM practices on organizational support (the mediating variable). In addition, HRM practices have a significant effect on performance when administrative contextual performance (dependent variable) is considered. Moreover, partial mediation of organizational support (the mediating variable) was found between HRM practices and the relationship with administrative contextual performance (dependent variable). The results indicated that there was a 57% variance in HRM on administrative contextual performance (dependent variable) in the presence of organizational support (the mediating variable). The results of this research will enhance the understanding of the relationship between the studied variables among the managers under study. The current research confirms the existence of a statistically significant relationship between the studies.