Open AccessEMPLOYEE PERFORMANCE MODEL: WORK ENGAGEMENT THROUGH JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT (A STUDY OF HUMAN RESOURCE MANAGEMENT LITERATURE STUDY)
Author(s) -
Andri Yandi,
Hazimi Bimaruci Hazrati Havidz
Publication year - 2022
Publication title -
dinasti international journal of management science
Language(s) - English
Resource type - Journals
eISSN - 2686-522X
pISSN - 2686-5211
DOI - 10.31933/dijms.v3i3.1105
Subject(s) - job satisfaction , organizational commitment , employee research , affective events theory , employee engagement , job performance , personnel psychology , psychology , human resource management , job design , contextual performance , job attitude , human resources , applied psychology , business , social psychology , knowledge management , public relations , management , political science , computer science , economics
Previous research or relevant research is very important in a research or scientific article. Previous research or relevant research serves to strengthen the theory and phenomena of the relationship or influence between variables. This article reviews the factors that influence employee performance, namely: job involvement through job satisfaction and organizational commitment, a study of Human Resource Management literature. The purpose of writing this article is to build a hypothesis of the influence between variables to be used in further research. The results of this literature review article are: 1) job involvement (X) has an effect on employee job satisfaction (M1); 2) work involvement (X) has an effect on organizational commitment (M2); 3) work involvement (X) affects employee performance (Y); 4) job satisfaction (M1) has an effect on employee performance (Y); 5) organizational commitment (M2) has an effect on employee performance (Y); 6) work involvement (X) through job satisfaction (M1) has an effect on employee performance (Y); and 7) work involvement (X) through organizational commitment (M2) has an effect on employee performance (Y).