<![CDATA[This study investigates the correlative effects of mutation, promotion, and role conflict on employee performance within organizational contexts. Drawing from a systematic literature review (SLR) covering research published between 2018 and 2024, the study synthesizes findings from 52 peer-reviewed articles. It explores how organizational mutations—defined as significant changes in an employee's role or responsibilities—along with promotions, influence employee performance, particularly when these factors induce role conflicts. The study highlights that while mutations can drive innovation and skill development, they also introduce uncertainty and stress, potentially reducing job satisfaction and productivity. Similarly, promotions are generally associated with increased motivation and performance but may exacerbate role conflicts, leading to decreased morale if not managed effectively. The interplay between these variables suggests that organizations must carefully balance change management, promotion strategies, and role clarity to optimize employee outcomes. The study concludes by identifying significant gaps in the literature, particularly the need for more integrated and longitudinal research to better understand these dynamics over time and across diverse organizational settings. The findings offer theoretical and practical insights, emphasizing the importance of transparent communication and support mechanisms to mitigate the adverse effects of role conflicts on employee performance]]>
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