Abstract:
Employee performance is a key determinant of organizational success. In human resource management (HRM), employee performance is influenced by multiple interrelated factors, including motivation, job satisfaction, leadership, and organizational commitment. However, previous studies often examine these variables separately, resulting in fragmented findings.
This study aims to develop an integrated model of employee performance by combining key HRM variables into a comprehensive framework. A conceptual research design was employed using a structured literature review of studies published between 2015 and 2025. The analysis was conducted using a thematic approach to identify key relationships among variables.
The findings indicate that employee performance is influenced by the interaction of motivation, job satisfaction, leadership, and organizational commitment. These variables are interconnected and collectively determine employee productivity and organizational effectiveness.
This study contributes to HRM literature by offering a comprehensive integrative framework that synthesizes multiple HRM variables into a unified model. It also provides practical implications for organizations in designing strategic HRM policies to improve employee performance.
Description:
Employee performance is a key determinant of organizational success. In human resource management (HRM), employee performance is influenced by multiple interrelated factors, including motivation, job satisfaction, leadership, and organizational commitment. However, previous studies often examine these variables separately, resulting in fragmented findings.
This study aims to develop an integrated model of employee performance by combining key HRM variables into a comprehensive framework. A conceptual research design was employed using a structured literature review of studies published between 2015 and 2025. The analysis was conducted using a thematic approach to identify key relationships among variables.
The findings indicate that employee performance is influenced by the interaction of motivation, job satisfaction, leadership, and organizational commitment. These variables are interconnected and collectively determine employee productivity and organizational effectiveness.
This study contributes to HRM literature by offering a comprehensive integrative framework that synthesizes multiple HRM variables into a unified model. It also provides practical implications for organizations in designing strategic HRM policies to improve employee performance.
