Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Greenation International Journal of Economics and Accounting Socrates : Journal of Education, Philosophy and Psychology
Didin Sjarifudin
Universitas Bhayangkara Jakarta Raya, Jakarta, Indonesia
Humanities Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Social Sciences

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The Effect of Talent Management and Work Motivation on Employee Performance: A Systematic Literature Review Didin Sjarifudin; Erwin Barita Maniur Tambunan; Jakfat Haekal; Tubagus Hedi Saepudin
Greenation International Journal of Economics and Accounting Vol. 3 No. 1 (2025): Greenation International Journal of Economics and Accounting (March - May 2025)
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v3i1.349

Abstract

Employee performance represents the achievements, work capabilities, and outcomes produced by individuals in an organization. It plays a crucial role in helping companies reach their strategic goals by leveraging high-quality human resources. Performance is measured by the quality and quantity of work accomplished in alignment with an employee's responsibilities. To enhance performance, organizations require skilled and talented employees who are driven to contribute effectively. Work motivation serves as a key factor in enabling employees to perform at their best. This study explores the relationship between talent management, work motivation, on employee performance through a systematic literature review. The article aims to develop a hypothesis on the influence of these variables, providing a foundation for future research. Data sources include online academic libraries, Google Scholar, Mendeley, and other open-access research platforms. The study adopts a library research method, utilizing e-books and peer-reviewed journal articles to examine existing findings. The results indicate that both talent management and work motivation significantly impact employee performance. Effective talent management strategies contribute to better performance outcomes, while work motivation serves as a crucial driver in enhancing employee productivity and engagement.
The Role of Employee Engagement in Improving Organizational Performance: A Systematic Literature Review of Human Resources Hadita Hadita; Didin Sjarifudin; Raihan Saputra; Primadi Candra Susanto
Socrates: Journal of Education, Philosophy and Psychology Vol. 2 No. 3 (2026): Socrates: Journal of Education, Philosophy and Psychology
Publisher : Inovan Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63217/socrates.v2i3.334

Abstract

Employee engagement has become one of the most important topics in human resource management because of its contribution to organizational success. Engaged employees demonstrate high levels of energy, dedication, and absorption in their work, enabling them to contribute more effectively to organizational goals. This study aims to review the role of employee engagement in improving organizational performance through a literature review approach. The study analyzes previous research published in reputable journals indexed by Google Scholar and Scopus. The findings indicate that employee engagement positively influences organizational performance through increased productivity, job satisfaction, organizational commitment, innovation, teamwork effectiveness, and employee retention. Employees with high engagement levels are more likely to demonstrate proactive behavior, share knowledge, collaborate effectively, and contribute beyond their formal job responsibilities. Conversely, low employee engagement is associated with reduced motivation, lower productivity, increased absenteeism, burnout, and higher turnover intentions, all of which negatively affect organizational performance. The review also identifies several factors influencing employee engagement, including leadership, organizational culture, work environment, job characteristics, and human resource management practices. The findings suggest that organizations should prioritize employee engagement strategies to strengthen workforce commitment and achieve sustainable organizational performance. Therefore, employee engagement can be considered a strategic organizational resource that contributes significantly to long-term competitiveness and organizational success.
Co-Authors Erwin Barita Maniur Tambunan Hadita Hadita Haekal, Jakfat Primadi Candra Susanto Raihan Saputra Tubagus Hedi Saepudin