Track: Business Management

Abstract

In the world of globalisation, the most valuable assets of an organisation are human resources. An organisation's success or failure is entirely on the basis of the calibre of the individuals working therein. Organisations will not progress and thrive without constructive and innovative contributions from individuals. Therefore, in order to accomplish an organisation's objectives or activities, they need to recruit people with the expertise, credentials and experience required. The key purpose of an organisation is the effective and efficient management of human resource. For achieving the organisation's goal, the Human Resource (H.R.) department must be developing excellent strategic planning to ensure all of the employees can contribute significantly to the organisation. In line with the most valuable assets (H.R.), the present paper attempts to understand the driving factors affecting job performance literature, including leadership, motivation, personality, job stress and workload collected from the various relevant sources. This research is designed to use a qualitative approach by literature review. The driving factors affecting job performance analyses were carried out by reading and reviewing 30 peer-reviewed journal articles and summarised on the basis of the subject in two tables, namely article journal and publisher distribution, and article category. This study's findings are that leadership, personality, workload, and job stress significantly affect employee work motivation. Also, the variable of employee work motivation has a significant effect on job performance. By following this study's results, we conclude that leadership, personality, workload, and job stress are driving factors that influence employee work motivation. Besides that, we also conclude that employee work motivation indirectly affects employee job performance. Thus, it is not deniable that the moderating variable may be any specific effect in the relationship between leadership, personality, workload, job stress, and employee work motivation toward employee job performance, such as job satisfaction. For future research, we suggest examining the moderating role of job satisfaction on drivers factor of employee performance.   

Keywords: Leadership, personality, workload, job stress, job satisfaction, work motivation, job performance, a mini-review approach