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This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success [ABSTRACT FROM AUTHOR]

The aim of this research is to examine how leadership style affects worker commitment and satisfaction in the workplace. The study was carried out by literature reviews and surveys with questionnaires. Regression tests are then used to assess the acquired data with the aid of the SPSS software. The study's findings indicate that, at least in part, a leader's style significantly improves employee work satisfaction. Leaders that successfully apply the appropriate leadership style are able to inspire and encourage their workforce. Furthermore, the study demonstrates that workers who believe they are being led by capable executives typically exhibit greater levels of loyalty to the organization. [ABSTRACT FROM AUTHOR]

Compassionate leadership with a development focus has become a focal point in contemporary organizational discussions. Industries are keen to explore its alignment with core values, integrating it into their culture and operational ethos. Compassion, often described as empathy in action, involves understanding others' perspectives and collaboratively solving challenges. Our research delves into the nuanced impact of compassionate leadership with a development focus on enhancing employee Commitment. [ABSTRACT FROM AUTHOR]

This study aims to determine how competence, motivation, and job satisfaction affect employee performance at PT Bank Mega, Tbk Makassar Area. The data collection technique was carried out through distributing questionnaires, with the number of samples determined as many as 132 respondents. The data analysis method used is multiple linear regression analysis. The findings of this study indicate that the competency variable has a positive and significant influence on employee performance at PT Bank Mega, Tbk Makassar Area. Work motivation variable has a positive and significant influence on employee performance. Job satisfaction variable also has a positive and significant influence on employee performance at PT. Bank Mega, Tbk Makassar Area.

Introduction: Work is very important to man and work experiences have implications on other aspects of human life. The major essence of work is to obtain resources to optimize other domains of life. This demands the need to strike a balance. Flowing from the positive and negative effect of the Spill over theory, the study investigated the influence of work-life balance (WLB) on employee job commitment using JS as the mediating variable. Methods: A cross-sectional survey design elicited the desired data from 344 employees in 4 Universities and 4 multinational companies. Path diagram analysis served as the data analysis technique. Results/discussion: The results show that all the family and religious lives have statistically significant negative influences on employee commitment (EMPC) while leisure and health have statistically significant positive influences on EMPC. The study thus, makes theoretical contributions. [ABSTRACT FROM AUTHOR]

Talent management practices are becoming crucial in educational institutions. These practices seek to discover and develop the talents and abilities of educators, staff members and students, ensuring that the institution can deliver quality education while remaining competitive. The study attempts to identify important topics, trends, and notable publications in this field. The analysis covers numerous sources during a predetermined period (2018-2022), including books, conference proceedings, and scholarly journals. The Bibliometric analyses were conducted using data from the Scopus database (Total Scopus Data=55), VOSViewer, the Bibliometrics library, and the Biblioshiny platform of the RStudio® software. The results show that several themes like significant authors, publications, references, institutions, and nations' information have emerged as essential elements of talent management in educational settings. We also analyse the geographic distribution, regional differences and possible research areas for cross-cultural comparisons. This study analyses the literature on these themes and contributes to our understanding of how to handle talent management in educational institutions. [ABSTRACT FROM AUTHOR]

The study investigated "perception of decent work (DW) and Employee Commitment: the mediating role of Job Satisfaction; to determine the extent to which employees" perception of DW influences their commitment to work. Specifically, the study sought to find out how job satisfaction mediates the relationship between the perception of DWand employee commitment. A cross-sectional survey research design of employees of tertiary institutions (Universities), as well as corporate organizations (multinational companies), in Nigeria was employed. A structured questionnaire elicited the required data from the randomly sampled respondents. Confirmatory factor analysis served to validate the instrument while Cronbach's alpha served as the reliability test. The data were analyzed using structural equation modelling. The results indicate that social marginalization and work volition are significant predictors of DW, job satisfaction mediates the relationship between DW and employee commitment with partial mediation on the informalization of organizations and full mediation on the rest variables. Work volition and career adaptation have positive influences on employee commitment while informalization of organization and social marginalization have negative influences. [ABSTRACT FROM AUTHOR]

Purpose: The objective of the article is to verify the influence of antecedents such as culture and commitment on restaurant organisational performance and assess how they can impact managerial practices. This would explain the relationship between the exogenous variables of the model, thus providing managers with a parameter for managing the dimensions of culture, commitment, and performance. Design/methodology/approach: Data were analysed using structural equation analysis (PLS-PM) and collected through a questionnaire with 45 assertions over a period of 2 months, obtaining 116 valid answers. Findings: Four hypotheses were supported: H1—Innovative culture positively influences the affective commitment of restaurant employees (Γ=0.466); H8—Supportive culture influences normative commitment (Γ=0.270); H9—Supportive culture influences continuance commitment (Γ=0.293); and H10—Affective commitment positively influences bar and restaurant performance (Γ=0.293). Managerial contributions: The model developed for this study can be used by restaurant managers to manage their employees and improve their organisational performance. Practical implications: This model’s practical implications were that it could be used to guide restaurant decisions toward performance improvement. Originality/value: The study fills a gap by proposing a managerial model that considers aspects of people management, such as culture and staff engagement, to improve the organisational performance of bars and restaurants. [ABSTRACT FROM AUTHOR]

This study investigates the impact of leadership vision (LV) on the employee commitment (EC) and organizational excellence (OE). Basic objectives of the study were to comprehend the Dimensions and components of effective leadership vision, to find out the association between leadership vision and employee commitment, and to assess the impact of leadership vision clarity and consistency on employee commitment. Five public sector universities and 380 male and female lecturers have been chosen. Information was gathered through questionnaires using cluster sampling techniques. Only 340 questionnaires were received and using different statistical methods, including mean, percentage, Pearson's correlation, and Regression. Tested the above construct were found that there is strong positive impact of Leadership vision on employee commitment. Moreover, the strategic alignment of vision with the university's values and objectives ensures coherence and unity of purpose, enabling effective decisionmaking and resource allocation. As a result, employees are more engaged, proactive, and invested in their work, leading to improved performance, innovation, and overall organizational excellence and effectiveness. [ABSTRACT FROM AUTHOR]

Employee commitment is one of the common thematic areas for TQM in the service sector. It is crucial in fostering a sense of purpose, dedication, and alignment with the organization's mission and values. Since organization performance is linked to product quality and depends on its employees' dedication, organizations seeking competitive advantages through TQM must critically examine the levels of employee commitment. The universities in sub-Sahara Africa face elevated environmental dynamism in providing quality education. Due to conceptual gaps in the studies on employee commitment to university education in Kenya, the study evaluated the influence of employee commitment on the performance goals of private universities in Kenya. The study targeted seventeen (17) privately chartered universities founded by religious-based institutions in Kenya and utilized descriptive research design. The study censused 17 heads of administrative sections, functional departments and academic sections and used questionnaires as the primary data collection tool. Cronbach's Alpha reliability testing indicated that the instrument achieved scale reliability. The study used both descriptive and inferential analysis, and the results indicated that performance goals positively correlated with employee commitment (r = 0.670, p < 0.05) and explained 45.82 % variance in performance goals with an effect size; β1 = 0.67697 (t = 12.97, p< 0.05). The findings showed that employee commitment significantly influences the performance goals of these universities. The study recommends that these universities should seek to train, develop and align their human capital towards higher quality objectives from individual, departmental and organizational levels. This study is significant to the stakeholders in privately -- chartered universities in Kenya and related contexts, as it will offer more enriching information on employee commitment to quality. [ABSTRACT FROM AUTHOR]

Academic employees face declining working conditions that may reduce the level of commitment to resource-constrained public higher education institutions. The purpose of the study is to examine whether strong social interactions at work affect academic employee commitment amid a poor state of physical working conditions in under-resourced public higher education institutions. A cross-sectional survey obtained data from 63 academic employees across six faculties at a large, under-resourced public higher education institution located in the province of KwaZulu-Natal, South Africa. Academic employees taught many under-prepared students, primarily from previously disadvantaged backgrounds, using limited physical resources. The linear regression (r = –.0.52, CR = 3.21, p = < .001) results showed that stable social interactions were associated with high employee commitment in resource-constrained institutions. Academic employees remain highly committed to the institution despite the poor physical working conditions. The study extends the affective perspective by showing that employees build regular social interactions to remain highly committed and overlook limited access to physical workplace resources. Leaders ought to create regular social interaction opportunities between employees to foster high employee commitment amid inadequate physical working conditions.

The concept of good government (good government governance) is one of the elements that must be intertwined with thE-Government and the private sector. The aim of this research is to determine the influence of E-Government and Employee Commitment on improving employee performance through Digital Competence at the Greater Surabaya General Election Supervisory Agency. This study uses a quantitative approach. The data collection technique used in this research is Google Form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the SmartPLS statistical program and looked at the total direct effect and indirect effect calculations. The results of this research are that employee commitment has a positive and significant direct influence on employee performance, employee commitment has a positive and significant direct influence on digital competence, digital competency has a positive and significant direct influence on employee performance, E-Government has an influence positive and significant direct influence on employee performance, while the indirect influence is that employee commitment has a positive and significant direct influence on employee performance through digital competency as mediation, and digital competency functions as partial mediation, and for E-Government it has a positive direct influence and significant to employee performance through digital competence as mediation, where competence functions as partial mediation. This means that the better the implementation of E-Government and Employee Commitment, the greater the increase in Digital Competence so that it can improve employee performance at the Greater Surabaya General Election Supervisory Agency.

The most important and valuable organizational and institutional resource in both public and private services is the employee. This is primarily because, without the employee commitment, all other resources will be dormant. Against this backdrop, this study examined the impact of the reward systems on employee commitment in the Delta State Civil Service Commission, Asaba using useful primary and secondary data sources. We discovered that intrinsic and extrinsic rewards have a significant impact on employee commitment in the Delta State Civil Service Commission, Asaba. This finding is significant because it shows that the only way to engineer the civil service to play its crucially essential and facilitating role in the State's political and socioeconomic development is through the creation and secured intrinsic and extrinsic reward systems that are systematically planned and scientifically implemented. The study concluded that the Delta State Civil Service Commission, Asaba needs both intrinsic and extrinsic reward systems to foster greater employee commitment. Based on this finding, we recommended among others that Delta State Civil Service Commission's reward systems should be subject to modification to suit social conditions or changing circumstances in the society. This underscores the fundamental logic underpinning the many international initiatives launched by multinational corporations in Nigeria to promote organizational effectiveness, which assumes that management will pursue employees’ happiness voluntarily in the absence of robust organizational regulations and strict enforcement.

Commitment is essential for employees to establish and maintain a long‐lasting employer–employee relationship, hence the call for more research to investigate its antecedents. The purpose of our study was to empirically investigate the relationship between performance appraisal and employee commitment. Analysis of survey data drawn from academics across the UK Higher Education Institutions found a positive relationship between performance appraisal and employee commitment, explained through the mediation of job satisfaction. The study is novel as it extends performance appraisal and employee commitment theorization by highlighting how job satisfaction mediates both constructs differently at intrinsic and extrinsic levels. Practically, our study provides insights that will support the development of performance appraisal systems that influence job satisfaction and commitment of academics. [ABSTRACT FROM AUTHOR]

In Society 5.0, the issues and resiliences of data loss, medical records dissemination, and poor knowledge management become critical for the healthcare industry and its stakeholders, which may jeopardize business continuity and become the grounds for problems such as decreased employee performance and leadership gaps. This study seeks to design a conceptual model of the relationship between Digital Knowledge Management (DKM) availability and organizational management, which is based on a supportive environment and dynamic leadership and mediated by employee commitment that contributes to business continuity in the healthcare industry. Primary data was gathered through observation and literature review to evaluate the synergy between DKM and employee commitment to business continuity. [ABSTRACT FROM AUTHOR]

This study aims to analyze the influence of leadership style and work motivation on employee commitment at PT. Pintar Pemenang Asia. Leadership style and work motivation have been identified as important factors in influencing the level of employee commitment to the organization. In the context of companies engaged in technology and service education, understanding these factors can provide valuable insights for management to improve employee performance and retention. This study adopted a quantitative approach by using questionnaires as a data collection instrument. The research sample consisted of employees in various departments at PT. Smart Asian Winners. Leadership style is measured by identifying directive, participatory, supportive leadership styles. While work motivation is measured through factors including achievement, recognition, responsibility, opportunities for growth, and the job itself. The results of the regression analysis showed a positive and significant influence of leadership style and work motivation on employee commitment. This research contributes to the understanding of the factors that influence employee commitment in education, technology and service companies. The managerial implication of these findings is the importance of developing leadership styles that support sustainable work growth and motivation to create an environment that contributes to higher levels of commitment. The study also provides a basis for further research in similar industry contexts. [ABSTRACT FROM AUTHOR]

Utilizing the framework of social exchange theory, this study delves into the mechanisms that explain the connection among high-involvement work practices (HIWPs) and employee proactive work behavior (EPWB). The findings, based on a time-lagged survey of 785 public service employees in China, reveal that employee commitment acts as a mediator in the positive relationship between HIWPs and EPWB. Moreover, public service motivation reinforces both the direct association between HIWPs and employee commitment and the indirect effects of HIWPs on employee proactive work behavior, mediated by employee commitment. The study proceeds to discuss the theoretical and practical implications of these findings and suggests potential directions for future research. [ABSTRACT FROM AUTHOR]

The purpose of this study was to test and analyze the effect of leadership, employee commitment, and work motivation on employee performance. The researcher employed a correlational research design, which is suitable for examining the relationships between variables. The data collected from the questionnaires was analyzed using regression model fit and ANOVA. Regression model fit helps to determine how well the model predicts the outcome variable, while ANOVA assesses the significance of the relationships between employee performance, employee commitment, work motivation, and job satisfaction. The findings indicate that the model accurately predicted job satisfaction 64% of the time, which is demonstrated by the significant F value (F = 113.007; P = 0.01). Furthermore, the ANOVA findings show that employee performance (F (6, 188) = 28.053, p. 001), employee commitment (F (6, 188) = 39.889, p. 001), and work motivation (F (6, 188) = 33.471, p. 001) have a noteworthy impact on employees' Performance. Therefore, it is recommended that organizations prioritize and enhance work motivation, employee commitment, and work climate to improve job satisfaction and employee performance. Based on the findings, it is important for organizations to focus on improving work motivation, employee commitment, and work climate to enhance job satisfaction and employee performance. Leadership styles that have a minimal impact on employee performance should be improved and given priority in these efforts. [ABSTRACT FROM AUTHOR]

Purpose: This paper seeks to explore the influence of workplace spirituality on employee behavior within organizational settings. Design: Systems thinking is used to explore various interrelated concepts of workplace spirituality (WPS). This study delves into the intricate interactions between WPS and its impact on employee behavior. By highlighting the significance of WPS, the research establishes a foundation for fostering innovation and creativity, facilitating meaningful connections among employees within organizations. Additionally, WPS plays a crucial role in reducing workplace incivility. Causal Loop Diagrams (CLDs) as part of a systems thinking approach are utilized to visually depict the complex interplay of variables and feedback loops within organizations, offering insights into polarities and presenting a long-term perspective on how spiritual initiatives affect the workplace. Results: The findings indicate that WPS assists employees in comprehending their roles, enhancing productivity, increasing motivation, and fostering job satisfaction. Furthermore, WPS contributes to improved employee engagement, satisfaction, and decision-making. Significance: The research underscores the explicit involvement of employees in achieving favorable outcomes and enhances our understanding of the perceptions held by employers and employees regarding their roles and engagement. The study suggests that enhancing employees' performance is achievable in workplaces where individuals comprehend their roles and align them with the job objectives. Novelty: This paper is unique in two aspects. Firstly, it strives to integrate the fragmented and diverse literature on the outcomes of WPS using a systems thinking approach. Secondly, it raises awareness, particularly in developing countries like Pakistan, regarding the importance of incorporating organizational capabilities into organizational practices. [ABSTRACT FROM AUTHOR]

Purpose: Knowing and analyzing the effect of Corporate Culture on Employee Performance, Employee Commitment on Employee Performance, and Transformational Leadership on Employee Performance, data collection techniques using questionnaire filling with quantitative methodology distributed to a sample population of 110 people and processed using the Amos version 26 application and for the results of the study indicate that there is a significant effect of Corporate Culture on Employee Performance, as well as Employee Commitment on Employee Performance, and also Transformational Leadership on Employee Performance. Design/ Methodology/ Apporach: Quantitative Approach Findings: aspects that affect employee performance Research limitations/ implications: Implementation during working hours and in-house repairs Practical Implications: Culture, commitment, and transformational leadership affect employee performance Originality/ value: there is an influence on employee performance from the variables used Paper Type: Research Paper

IntroductionWork is very important to man and work experiences have implications on other aspects of human life. The major essence of work is to obtain resources to optimize other domains of life. This demands the need to strike a balance. Flowing from the positive and negative effect of the Spill over theory, the study investigated the influence of work-life balance (WLB) on employee job commitment using JS as the mediating variable.MethodsA cross-sectional survey design elicited the desired data from 344 employees in 4 Universities and 4 multinational companies. Path diagram analysis served as the data analysis technique.Results/discussionThe results show that all the family and religious lives have statistically significant negative influences on employee commitment (EMPC) while leisure and health have statistically significant positive influences on EMPC. The study thus, makes theoretical contributions.

This study aimed to analyze the effect of internal communication on employee job satisfaction and commitment depending on the generation to which an employee belongs. Nowadays, when organizations function with multigenerational employees, all employees must communicate and cooperate in a certain way, to achieve set goals and overall benefits. There is no universal path to success or a way for multigenerational human resources to function perfectly, but preferences in the way of internal communication that satisfies a certain generation and their mutual alignment can help overcome common challenges that occur in the work environment, and employees are dedicated to the daily performance of their activities. Organizations with dedicated employees have higher revenues and productivity; therefore, it is necessary to consider the importance of internal communication for employee commitment. The results show that internal communication has a positive effect on employee job satisfaction and commitment. The most significant positive correlation between internal communication and employee job satisfaction was observed in Generation Z, whereas the most significant positive correlation between internal communication and employee commitment was observed in Generation X. The results of this study can serve to fill the gap in research on the impact of internal communication on satisfaction and commitment according to the generation to which employees belong.

The purpose of the study is to identify the employee retention strategies currently used in state-owned enterprises and their effectiveness in retaining employees. State-owned enterprises (SOEs) are increasingly concerned about employee retention due to skills shortages and labor turnover, which affect productivity. This has prompted this study to examine the talent management strategies used by state-owned enterprises since salaries seem to be low and unable to attract a skilled workforce. The study used qualitative research, and semi-structured interviews were administered to obtain data from Human Resource practitioners and departmental supervisors in a South African state-owned enterprise. The study found that employee wellness, more leave days, employee development, and permanent contracts are the main retention strategies used to improve employee satisfaction in public sector organizations. This study highlights the relevance of talent management strategies in achieving competitive advantage in public sector organizations.

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Purpose: This study suggests a new commitment concept in the workplace within the perspective of Islam that is rooted on iḥsān values. Methodology: This research uses a meta-analysis method. We took the top ten articles in the Q1 category from the Scopus data base using the Publish or Perish application with the title word organizational commitment. Findings: This study provides a new color in the concept of work commitment with included Islamic religious values such as iḥsān value, where the concept offered by previous research is stating that work commitment is a form of transactional relationship between organizations and employees built from social exchange theory. Significance: This study contributes to the development of a commitment concept in an Islamic perspective. The result of this study provides insight and a contemporary concept in building employee commitment for increasing participation and human performance. Limitations: As a new concept, measurement and validation scales still need to be developed. Implications: The concept of iḥsān commitment is hoped to offer a strong commitment founded on the spirit of faith and a wider goal within work activities in building commitment that is al falāḥ: to maintain religion, spirit, mentality, descendants and possessions. [ABSTRACT FROM AUTHOR]

The main purpose of this study is to examine whether employees who resort to political tactics in organizations are able to create a better perception of performance and commitment in the eyes of their supervisors or leaders and to what extent the supervisors’ self-efficacy affects this relationship. To this end, research data were collected through an online survey from a total of 221 participants. During data collection, managers were asked to evaluate their subordinates’ behaviors (in terms of political tactics), performance, and commitment, as well as their own levels of self-efficacy. As a result, it was found that the performance of subordinates attempting to ingratiate themselves with their superiors was not positively evaluated by their supervisors. Furthermore, supervisors with high self-efficacy tended to evaluate these types of subordinates even more negatively. In other words, the differential impact of employees’ political tactics on supervisors’ evaluations and the variations in supervisors’ perceptions of these tactics based on their levels of self-efficacy are seen as valuable contributions to the literature on political tactics. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR) and its relationship with corporate competitive advantage (CCA) have gained a tremendous interest among the researchers and practitioners over decades, as evident by the increasing surge of studies in this domain. This study examines how five types (legal, economic, philanthropic, ethical, and environmental) of CSR affect CCA in a developing country through the mediating roles of employee commitment and corporate reputation. Data was collected by survey questionnaires from a sample of 869 participants working at service, real estate, and manufacturing firms in Ho Chi Minh City and Binh Duong Province, Vietnam. SmartPLS 3.0 software and the partial least squares structural equation modeling method (PLS-SEM) were applied to evaluate the research model and test the hypotheses. The findings revealed that different dimensions of CSR have positive significant effects on employee commitment, corporate reputation and competitive advantage. Besides, employee commitment and corporate reputation were found to meditate the relationship between different types of CSR and CCA. These outcomes contributed to the extension of theory in the fields of CSR and offered some suggestions for managers in implementing CSR initiatives to gain and sustain CCA. Plain Language Summary: This study examines how five types (legal, economic, philanthropic, ethical, and environmental) of CSR affect CCA in a developing country through the mediating roles of employee commitment and corporate reputation. Data was collected by survey questionnaires from a sample of 869 participants working at service, real estate, and manufacturing firms in Ho Chi Minh City and Binh Duong Province, Vietnam. The findings revealed that different dimensions of CSR have positive significant effects on employee commitment, corporate reputation and competitive advantage. Besides, employee commitment and corporate reputation were found to meditate the relationship between different types of CSR and CCA. [ABSTRACT FROM AUTHOR]

Employee efficiency is vital to an organization’s success and sustainability. As such, the work environment can significantly influence employee productivity, either positively or negatively. Recognizing the importance of employees, top-performing organizations prioritize creating a supportive workplace, given that employees spend a substantial portion of their lives performing work-related tasks. Conversely, unsuitable, and unfavourable work environments can contribute to job-related stress. This study investigates the work environment factors that affect employee productivity and explores how these elements can boost employee performance. Data was collected through a survey of 300 randomly selected staff members from three tertiary institutions Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED), Kumasi Technical University (KsTU), and Kwame Nkrumah University of Science and Technology (KNUST)) in the Ashanti Region of Ghana to test the conceptual framework. The findings revealed a positive relationship between the workplace environment and employee commitment, suggesting that employee commitment partially strengthens the impact of the workplace environment on employee performance. This study offers practical insights for academic institution management, emphasizing the need to enhance workplace environmental conditions to facilitate effective academic work within these institutions.

This study explores the commitment-related experiences of Black South African managers at a construction company in South Africa. Twelve Black South African managers working at a construction company in South Africa participated in this exploratory qualitative study. Face-to-face semi-structured interviews were used to collect data from the participants. The study found that a majority of Black South African managers experienced positive commitment, inducing them to be psychologically attached to the construction company in South Africa. The study also found that some Black South African managers had bad committed-related experiences due to a lack of worker recognition, issues with involvement, reward system, isolation, and social identity. This study suggests that the case construction company in South Africa should consider employee recognition, worker involvement and use a fair and consistent reward system for all workers, regardless of colour, to strengthen the commitment of Black South African managers.

very organization carries out various activities to achieve predetermined goals, but in achieving these goals it often experiences obstacles because the employees they have do not have maximum performance. This research was conducted to determine the effect of job satisfaction, work motivation, and employee commitment on employee performance. The contribution of this research is expected to be able to add information at the theoretical or scientific level of human resource management and also have implications for human resource management in companies. The study used the survey method as a data collection technique, and a questionnaire as an instrument and was distributed to a sample of 138 employees. The data analysis technique used was multiple linear regression and the data processing method used SPSS version 25. The results showed that job satisfaction has a positive and significant effect on employee performance, work motivation has a positive and significant effect on employee performance, and employee commitment has a positive and significant effect on employee performance. For this reason, the importance of PT Salam Pacific Indonesia Lines company management in an effort to improve employee performance needs to pay attention to the factors of job satisfaction, work motivation, and employee commitment.