Factors influencing the job performance of employees at MEGAPROFER hardware store

Abstract

Job performance is a key element for organizational competitiveness and efficiency, particularly in commercial companies where employee performance directly influences productivity and service quality. The objective of this research was to analyze the factors influencing the job performance of employees at the MEGAPROFER hardware store. The study followed a quantitative approach with a descriptive and correlational scope, using a non-experimental cross-sectional design. The population consisted of 24 employees of the company, who were surveyed using a structured Likert-scale questionnaire to identify workers' perceptions regarding various organizational factors affecting their job performance. The results show that variables such as the work environment, physical working conditions, leadership, internal communication, access to technological tools, welfare policies, work–life balance, emotional stability, and training influence employees' job performance. Furthermore, Pearson correlation analysis revealed positive relationships between these factors and job performance, highlighting leadership (r = 0.72), emotional stability (r = 0.70), and work environment (r = 0.68) as the variables with the highest level of association. It is concluded that job performance in the analyzed company depends on the interaction of multiple organizational and human factors, making it necessary to strengthen human talent management strategies to improve employee performance and organizational productivity.