Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025)

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Given the increasing complexity of organizations and post-pandemic work dynamics, bibliometric mapping is necessary to understand the evolution of themes, the contributions of key literature, and the future directions of knowledge development. Design/Methodology/Approach A total of 2,044 articles published between 2020 and 2025 are collected from the Scopus database. The article selection process adheres to the PRISMA 2020 guidelines to ensure transparency and methodological rigor. Analysis is conducted using Bibliometrix R and VOSviewer, employing performance analysis and science mapping techniques. Visualization results include trending topics, a word cloud, the most globally cited documents, and network visualizations identifying the primary thematic clusters within the literature. Findings The findings indicate that research topics are shifting from general issues toward contemporary themes such as digital leadership, work well-being, and organizational adaptation to global changes. Seven primary clusters are identified, reflecting a multidisciplinary approach encompassing structural, psychological, and contextual dimensions. Additionally, articles with high normalized citation scores demonstrate that significant contributions come from practical and cross-sectoral studies. Originality/value The novelty of this study lies in mapping the intellectual structure and research trends of employee performance using Bibliometrix R and VOSviewer, focusing on the post-pandemic period (2020-2025). It uniquely employs trending topics and normalized citation analysis to identify emerging themes and influential publications in contemporary research. 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F1000Research 2025, 14 :633 ( https://doi.org/10.12688/f1000research.165774.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. Close Copy Citation Details Export Export Citation Sciwheel EndNote Ref. Manager Bibtex ProCite Sente EXPORT Select a format first Track Share ▬ ✚ Systematic Review Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] Maryadi Maryadi https://orcid.org/0009-0006-3375-0440 1 , Hamidah Nayati Utami 1 , Arik Prasetya 1 , Benny Hutahayan https://orcid.org/0000-0001-6904-7817 1 Maryadi Maryadi https://orcid.org/0009-0006-3375-0440 1 , Hamidah Nayati Utami 1 , Arik Prasetya 1 , Benny Hutahayan https://orcid.org/0000-0001-6904-7817 1 PUBLISHED 27 Jun 2025 Author details Author details 1 Brawijaya University, Malang, East Java, Indonesia Maryadi Maryadi Roles: Conceptualization, Data Curation, Formal Analysis, Methodology, Resources, Software, Visualization, Writing – Original Draft Preparation Hamidah Nayati Utami Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing Arik Prasetya Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing Benny Hutahayan Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing OPEN PEER REVIEW DETAILS REVIEWER STATUS Abstract Purpose This study aims to identify research trends and map the academic structure in the field of employee performance over the past five years. Given the increasing complexity of organizations and post-pandemic work dynamics, bibliometric mapping is necessary to understand the evolution of themes, the contributions of key literature, and the future directions of knowledge development. Design/Methodology/Approach A total of 2,044 articles published between 2020 and 2025 are collected from the Scopus database. The article selection process adheres to the PRISMA 2020 guidelines to ensure transparency and methodological rigor. Analysis is conducted using Bibliometrix R and VOSviewer, employing performance analysis and science mapping techniques. Visualization results include trending topics, a word cloud, the most globally cited documents, and network visualizations identifying the primary thematic clusters within the literature. Findings The findings indicate that research topics are shifting from general issues toward contemporary themes such as digital leadership, work well-being, and organizational adaptation to global changes. Seven primary clusters are identified, reflecting a multidisciplinary approach encompassing structural, psychological, and contextual dimensions. Additionally, articles with high normalized citation scores demonstrate that significant contributions come from practical and cross-sectoral studies. Originality/value The novelty of this study lies in mapping the intellectual structure and research trends of employee performance using Bibliometrix R and VOSviewer, focusing on the post-pandemic period (2020-2025). It uniquely employs trending topics and normalized citation analysis to identify emerging themes and influential publications in contemporary research. READ ALL READ LESS Keywords bibliometric analysis, employee performance, trend topics, research mapping, VOSviewer Corresponding Author(s) Maryadi Maryadi ( [email protected] ) Close Corresponding author: Maryadi Maryadi Competing interests: No competing interests were disclosed. Grant information: The author(s) declared that no grants were involved in supporting this work. Copyright: © 2025 Maryadi M et al . This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. How to cite: Maryadi M, Utami HN, Prasetya A and Hutahayan B. Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.12688/f1000research.165774.1 ) First published: 27 Jun 2025, 14 :633 ( https://doi.org/10.12688/f1000research.165774.1 ) Latest published: 03 Oct 2025, 14 :633 ( https://doi.org/10.12688/f1000research.165774.2 )  There is a newer version of this article available. Suppress this message for one day. 1. Introduction In facing an increasingly competitive and uncertain environment, every organization is required to possess the ability to adapt, transform, and continuously strengthen its competitive advantage. 1 Organizational success is not solely determined by productivity achievements, but also by the extent to which an organization can manage and leverage its human resources. 2 Human resources, represented by individuals who bring energy, creativity, and enthusiasm, play a central role in effectively managing the organization’s operations. 2 , 3 The presence of employees with exceptional performance becomes a fundamental necessity. High-performing employees are believed to be the primary determinants of organizational success and sustainability in achieving its goals. 4 , 5 In fact, employee performance is often used as a key indicator to assess the extent to which an organization can optimally carry out its tasks and functions. 6 Therefore, improving employee performance is a strategic priority that cannot be overlooked, as it directly contributes to the achievement of the organization’s business objectives. 7 Employee performance plays a crucial role in determining the success of an organization. 8 Conceptually, employee performance refers to the level of success an individual achieves in completing tasks and their ability to meet previously set targets. 5 , 7 , 9 This performance is reflected through various concrete actions taken by employees in fulfilling their responsibilities and core duties as outlined in their job descriptions. 6 , 10 Performance serves as a means to achieve better results from organizations, teams, and individuals by understanding and managing performance within the framework of agreed-upon objectives, standards, and attribute requirements. 11 Therefore, employee performance can be understood as the result of an individual’s efforts to perform tasks and responsibilities optimally, which ultimately contributes directly to the achievement of the organization’s vision and mission. In recent years, the topic of employee performance has become a primary focus in various studies within the fields of management and human resources. 1 , 2 , 12 This growing interest indicates that employee performance is not only seen as an indicator of organizational success but also as a strategic variable that influences various aspects of operational efficiency and competitive advantage. Numerous studies have been conducted to uncover the factors influencing employee performance, ranging from leadership, 13 – 15 motivation, 16 – 18 work environment, 19 – 21 to digital transformation. 22 However, despite the abundant available literature, there remains a need for efforts to identify key findings and classify the evolving knowledge structure in this field. Mapping the direction and trends of research on employee performance is crucial to understanding research trends, detecting main themes, identifying the most influential publications, and highlighting contemporary topics currently being explored by researchers. Mapping the direction and trends of research on a particular variable is typically carried out through bibliometric analysis. Several previous studies have conducted bibliometric analyses on the variable of employee performance, such as Mohammad et al., 23 Engidaw et al., 24 and Iddagoda & Dassanaike. 25 The study by Mohammad et al. 23 has made significant contributions in mapping the relationships between employee engagement, leadership styles, and employee performance through a bibliometric and systematic review approach. However, this study has several limitations, including the analysis period (2011–2023), which does not fully encompass the recent dynamics of the post-pandemic phase, and the broad thematic focus, which obscures the mapping of the specific academic structure related to employee performance. Additionally, the study by Engidaw et al. 24 provides a comprehensive overview of research trends in employee job performance over the past decade. However, it does not specifically address the dynamics of post-pandemic research (2020-2025). The study by Iddagoda & Dassanaike 25 offers an initial contribution to mapping trends and dynamics in employee job performance research, but it has limitations that open opportunities for further research development. Its broad temporal scope, without a specific focus on the transformative post-pandemic period (2020–2025), makes it less relevant for capturing contemporary work dynamics. Therefore, this study aims to fill this gap by exclusively analyzing the trends and intellectual structure of employee performance research through a bibliometric approach using Bibliometrix R and VOSviewer, applied to articles from the Scopus database. The study focuses on the contemporary period (2020-2025), providing fresh and contextual insights into the current development of the academic structure in the field of employee performance, which represents the novelty of this research. This study seeks to identify research trends and map the intellectual structure of the employee performance variable. By identifying research trends and mapping the academic structure, this study opens opportunities to uncover underexplored research gaps and strengthens the theoretical foundation for future studies. 2. Literature review 2.1 Employee performance The concept of employee performance has been defined in various ways by different researchers, with complementary approaches. Aliyyah et al. 16 state that employee performance is the outcome achieved in terms of quality and quantity according to the responsibilities assigned, reflecting the effectiveness and achievement of individuals in carrying out their tasks. Similarly, Sabuhari et al. 12 emphasize that performance encompasses everything done or not done by employees that affects their contribution to the organization, determined by their ability, effort, and organizational support. Ogalo 26 reinforces this perspective by highlighting that employee performance reflects an individual’s ability and capacity to complete assigned tasks, and serves as a key indicator of work success or failure. Supardi et al. 27 offer a broader perspective, defining performance as behavior that reflects an employee’s actions in carrying out their tasks, where the work outcome is not just the final product, but also the process influenced by various factors such as skills, motivation, and organizational environment. Meanwhile, Atan and Obeng 28 stress that performance not only includes observable actions but also the cognitive processes underlying them, as well as the importance of sustainable performance management to align individual work behaviors with the organization’s strategic goals. In a similar vein, Martini et al. 29 define employee performance as the outcome of the work or output produced by an employee in carrying out job activities within a specific time frame. Based on these various perspectives, it can be concluded that employee performance is the level of success achieved by an employee in carrying out their tasks and responsibilities, both in terms of behavior and work outcomes, which are influenced by internal factors (such as ability, motivation, and attitude) and external factors (such as organizational support and performance management systems). This definition encompasses both quantitative and qualitative dimensions, emphasizing the importance of both the process and the results in the context of achieving organizational goals. 2.2 Bibliometric analysis Bibliometric analysis is a quantitative approach used to evaluate, organize, and map scientific literature by utilizing statistical indicators such as publication counts, citation frequency, and relationships between scholarly works. This method was first introduced by Pritchard in 1969 and has since evolved into an essential tool for assessing the scientific structure, identifying research trends, and highlighting the contributions of authors, journals, and institutions that are most influential in a particular field. 30 By using software tools such as Bibliometrix in RStudio and VOSviewer, this analysis enables the visualization of conceptual relationships through techniques like co-word analysis, bibliographic coupling, and co-citation analysis, providing a comprehensive overview of the evolution of scientific knowledge. 31 In the field of management and human resources research, bibliometrics is not only used to track the development of themes such as employee performance but also to uncover the interconnections between topics, identify seminal works, and provide direction for future research. 23 Therefore, bibliometrics functions as a bridge between retrospective mapping and prospective exploration within the scientific research ecosystem. 3. Methodology Before conducting a bibliometric analysis, it is essential to perform a comprehensive and transparent article search to ensure that the data used aligns with the research objectives and follows a rigorous analytical procedure. To achieve this, the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) framework is applied by Page et al. 32 PRISMA is a methodological guideline designed to improve the clarity, completeness, and transparency of systematic reviews by providing a structured approach for identifying, screening, and selecting relevant literature. The method includes a 27-item checklist and a flow diagram that guides researchers through four main stages: identification, screening, eligibility, and inclusion. This structure ensures that the final dataset is both relevant to the study and methodologically robust. The inclusion criteria for this study are as follows: 1. Publication type must be an article; 2. Article must be published in English; 3. Article must be from a peer-reviewed journal; 4. Article must focus on the topic of employee performance; and 5. Publication period must fall between 2020-2025. Exclusion criteria include: 1. Non-article document types such as books, reviews, and conference papers; 2. Articles not in English; 3. In-press or incomplete documents; and 4. Duplicate entries. The literature search is conducted using the Scopus database as the primary source. The initial search produces 10,566 documents. An automated filtering process removes documents based on predefined criteria, such as publication year outside 2020 to 2025, non-article document types, in-press status, non-english language, and non-journal sources. This results in 2,172 articles considered eligible for the next step. The full search strategy, including keywords, boolean operators, and filters applied in Scopus, is available upon request for transparency and reproducibility. The screening stage involves reviewing the titles and abstracts to eliminate irrelevant or duplicate articles. From this process, 58 articles are excluded based on inclusion criteria, which require that the study focus on employee performance and use either quantitative, qualitative, or mixed methods. A total of 2,114 articles meets the criteria. In the eligibility stage, the full texts of 2,071 articles are reviewed, and 27 articles are excluded due to incomplete information or failure to address employee performance as a central topic. This leaves 2,044 articles that meet all inclusion criteria. In the final inclusion stage, these 2,044 articles are incorporated into the bibliometric analysis. The entire selection process is summarized in the PRISMA flow diagram presented in Figure 1 . Figure 1. PRISMA flow diagram for the systematic review. Screening and data extraction are performed independently by two reviewers to reduce bias, with any discrepancies resolved through discussion. No automation tools were used in the screening or extraction process. Building on this rigorous manual process, the systematic steps for conducting bibliometric analysis are outlined based on the framework proposed by Donthu et al. 33 as follows: Step 1: Define the purpose and scope of the study The initial step in this bibliometric analysis is to clearly define the focus and scope of the study. This research aims to identify research trends and map the intellectual structure in the field of employee performance over the past five years (2020-2025). With the topic becoming increasingly relevant in the dynamics of modern organizations, this study explores patterns of scientific contributions, the influence of dominant literature, and the mapping of intellectual relationships between topics in the field. The scope of the study includes 2,044 scholarly articles obtained from the Scopus database, which is considered to have broad coverage and high academic quality in documenting global literature. Step 2: Selection of bibliometric analysis techniques The second step is to select the appropriate bibliometric analysis techniques, which consist of two main categories: 1. Performance Analysis: This aims to identify the most influential articles through indicators such as publication counts, total citations, and normalized citations. This technique generates outputs like Most Globally Cited Documents, which help identify seminal works and influential themes in the foundation of employee performance theory. 2. Science Mapping: This technique is used to explore thematic relationships between publications through approaches such as co-occurrence and bibliographic coupling. It generates several visual outputs, such as trend topics, word clouds, and network visualizations, providing deep insights into the evolution of topics and the conceptual structure in the analyzed field of study. Step 3: Data collection and preparation Data is collected from the Scopus database using relevant keywords, such as “employee performance”. The complete search syntax, export settings, and database query filters are documented to ensure transparency. The publication period is limited from 2020 to 2025 to capture the current dynamics of research development. The data is then exported in BibTeX and RIS formats to ensure compatibility with the two primary analysis tools used: Bibliometric R (for statistical and initial graphic analysis) and VOSviewer (for visual network mapping). This step also includes data cleaning, deduplication, and normalization to avoid errors and inconsistencies. Step 4: Conducting analysis and reporting findings The analysis is performed by combining the functionalities of Bibliometric R and VOSviewer. From Bibliometric, visualizations such as trend topics and word clouds are obtained to detect rapidly developing dominant topics. Through VOSviewer, network mapping is conducted using co-word analysis and bibliographic coupling techniques, identifying seven major clusters within the intellectual structure of employee performance research. The normalized citation results from the top articles are also analyzed to assess the relative influence of scholarly works over time. These findings are presented in the form of graphs, network visuals, and in-depth narrative interpretations, providing a comprehensive overview of the intellectual landscape and contemporary research directions. The effect measures used include total global citations and normalized citations for comparative purposes. While meta-analysis is not applicable in bibliometric studies, the robustness of interpretations is strengthened through triangulation of performance and science mapping techniques. No subgroup or sensitivity analysis was conducted due to the descriptive nature of bibliometric methods. The interpretation process is conducted critically to avoid descriptive bias and produce a rich understanding of the academic dynamics in the field. This process requires researchers to pay careful attention to data validity and the interpretations provided, ensuring that the conclusions drawn are not merely descriptive but also offer analytical insights beneficial to the development of the research area. The bibliometric analysis procedure is graphically depicted in Figure 2 . Figure 2. The Bibliometric analysis procedure. 4. Results 4.1 Excluded relevant articles Based on the results of the systematic literature review (SLR) using the PRISMA framework, a total of 2,044 articles meets the inclusion criteria and are used in the bibliometric analysis, while 8,522 articles are excluded. Specifically, 27 articles meet the inclusion criteria but are not included in the analysis for specific reasons. Examples of such articles are presented in Table 1 . Table 1. Screened articles excluded from the final bibliometric dataset on employee performance. No Authors Reason for exclusion 1 Armenta-Hernández et al. 34 Focuses on improving production processes and lean efficiency rather than employee performance. 2 Hafianti et al. 35 Focuses on bibliometric analysis of faculty publication performance rather than employee performance. 3 Sylqa & Neziraj 36 Although it examines performance, the article does not explicitly define or empirically measure employee performance. Although the three articles pass the initial metadata and keyword-based screening, full content analysis reveals that their research substance does not explicitly discuss or measure employee performance as a primary variable or as a structured outcome. The first article 35 focuses more on evaluating faculty publication output through bibliometric databases rather than addressing employee performance within an organizational context. The second article 36 mentions the term “employee performance”, but does not provide a theoretical definition or sufficient quantitative measurement tools for inclusion in the synthesis. Meanwhile, the third article 34 explores a highly technical topic in the context of lean manufacturing and does not focus on the evaluation of individual or group performance. Therefore, these three articles are excluded to ensure that the final synthesis accurately reflects empirical studies aligned with the primary focus of this bibliometric review. 4.2 Main information Main Information provides a summary of the general characteristics of the articles analyzed in this study, which includes a total of 2,044 from 10,566 documents related to employee performance published between 2020 and 2025, obtained from the Scopus database. The displayed information includes the number of publication sources, number of authors, level of international collaboration, average document age, frequency of used keywords, and average citations per document. A detailed breakdown of this descriptive information can be seen in Figure 3 below. Figure 3. Main information on employee performance articles. Figure 3 presents descriptive information on the bibliometric characteristics of 2,044 scholarly documents analyzed in this study on employee performance published between 2020 and 2025. The total number of publication sources analyzed is 701, with contributions from 5,555 authors, including 210 single authors. This is supported by data showing that the average number of collaborators per article is 3.25, and the proportion of international collaboration is 26.47%, indicating openness and cross-border collaboration in the production of scientific knowledge. However, the annual publication growth rate indicates a negative trend of -15.88%, reflecting either thematic saturation or a shift in research focus toward new, more specific areas. Authors use a total of 4,816 keywords. The average document age is 2.57 years, and the average citation per document is 9.84. Overall, these descriptive data provide a comprehensive overview of the volume, collaboration, temporal dynamics, and scientific quality in the employee performance literature during the reviewed period. 4.3 Identifying research trends This section presents the results of identifying research trends in employee performance studies based on bibliometric analysis of publications from 2020 to 2025. The topic trend visualization illustrates the evolution of research themes over time, showing the most frequently appearing topics and their years of emergence. Figure 4 below displays the development and dynamics of the main topics that have been the focus of the literature over the past five years. Figure 4. Trend topics in employee performance research. Based on the topic trend visualization and frequency presented in Figure 4 , generated through the bibliometric analysis of 2,044 articles on employee performance published over the past five years (2020-2025), there is a significant evolution in research themes. As shown in Figure 4 , this evolution reflects shifting scholarly attention toward emerging concepts and methodological advancements in the field. Topics such as “human” and “article” have the highest frequency and began emerging from 2021 to 2024. More specific themes such as “personnel management”, “adult”, and “motivation” have consistently appeared from 2020 or 2021 through 2024. Interestingly, topics like “job satisfaction” began to dominate after 2022 and remain relevant until 2025. Meanwhile, terms that appeared in the last years, such as “job security” and “hospitals”, emerged in 2024 with a median year of 2025. Overall, these findings indicate that employee performance research has shifted from fundamental aspects and general populations toward more specific and applicable contemporary and contextual issues. 4.4 Detecting key themes/topics This section aims to detect the main themes or topics most frequently discussed in the employee performance literature through keyword frequency analysis. This identification is carried out to understand the dominant conceptual focus and the terms that consistently appear in publications over the past five years. Figure 5 below presents the visualization of the highest-frequency words that reflect the central themes in related research. Figure 5. Most frequent words in employee performance themes. Based on Figure 5 , the word cloud and frequency data from the bibliometric analysis of employee performance show that the most common terms are “human” (134), “article” (117), and “employee” (90). This means that most research focuses on people as the main subject and the academic settings where these studies appear. Specific terms such as “job satisfaction” (43), “job performance” (40), “performance assessment” (53), and “employee performance” (50) suggest that researchers widely examine job satisfaction and ways to measure and assess performance. Also, terms like “leadership” (73), “workplace” (59), and “employment” (62) show an increased interest in organizational and management factors affecting performance. Words like “male”, “female”, and “middle-aged” highlight researchers’ attention to demographics in employee performance studies. Therefore, this word cloud provides a clear snapshot showing that recent employee performance research strongly emphasizes organizational factors, leadership roles, assessment methods, and personal characteristics. The analysis of common words in employee performance studies shows that the terms “human” (134), “article” (117), and “employee” (90) appear most often. Other frequently mentioned terms related to performance include “performance assessment” (53), “employee performance” (50), “job satisfaction” (43), and “job performance” (40). These highlight that research mainly focuses on evaluating and measuring employee performance. Terms such as “male”, “female”, and “adult” show interest in demographics, while “leadership”, “employment”, “workplace”, and “job satisfaction” emphasize organizational factors. Words like “psychology”, “human experiment”, and “perception” suggest that psychological and behavioral viewpoints are important in these studies. Overall, this list clearly illustrates the wide variety of topics and main interests explored in employee performance research in the last five years. 4.5 Bibliographic coupling/grouping contemporary themes The network visualization results from the VOSviewer export in employee performance research successfully map seven main clusters, each representing a thematic focus in the literature over the past five years. The VOSviewer output, in the form of a network visualization, is shown in Figure 6 . Figure 6. Network visualization of employee performance research. The mapping of topic interconnections presented in Figure 6 identifies seven main clusters, each representing a distinct thematic focus within the literature on employee performance: a) The green cluster dominates with managerial issues such as employee performance, transformational leadership, and human resource management, emphasizing the importance of leadership roles and talent management in supporting productivity and innovation. b) The yellow-green cluster highlights organizational behavior dimensions such as engagement, empowerment, and well-being, emphasizing employees’ emotional and psychological involvement with the work environment. c) The red cluster focuses on job performance, employee well-being, and ethical leadership aspects, indicating attention to the quality of interpersonal relationships and organizational support. d) The orange cluster presents a narrower conceptual relationship between employee engagement and social exchange theory, focusing on the theoretical framework of social exchange. e) The dark blue cluster discusses structural factors such as training, compensation, and work motivation, which are closely related to job satisfaction and productivity. f ) The light blue cluster combines themes of organizational culture, information technology, and sustainability, demonstrating the integration of organizational culture, digitalization, and sustainability. g) The purple cluster reflects responses to contextual changes such as Covid-19, digital transformation, and resilience, which highlight the adaptation of organizations and individuals to global disruptions. Overall, this mapping illustrates the diversity of approaches in employee performance studies, ranging from structural, psychological, to contextual approaches based on contemporary challenges. 4.6 Identification of the most influential publications in employee performance research This section presents the results of identifying the most influential publications in employee performance research based on global citation counts. This analysis aims to recognize scholarly works that have made significant contributions in shaping the direction and development of the literature in this field. Figure 7 below displays a list of articles with the highest citation counts, representing the main foundations in the development of employee performance research. Figure 7. Most global cited documents in employee performance research. Based on Figure 7 , the visualization and tabular data of the Most Globally Cited Documents indicate that the article by Paais and Pattiruhu, 37 titled Effect of Motivation, Leadership, and Organizational Culture on Satisfaction and Employee Performance, published in the Journal of Asian Finance, Economics and Business, is the most globally cited work, with 230 citations and an average of 38.33 citations per year. It is followed by the works of Yu et al. 38 and Singh et al., 31 with 215 and 213 citations, respectively, also indicating a very high level of scientific influence. Other articles, such as Prentice et al. 39 and Narayanamurthy & Tortorella, 40 also record significant citations, indicating high relevance in the literature related to employee performance. Table 2 presents the normalized citation data for the three articles with the highest relative academic impact in the field of employee performance. It is evident that the publication by Meneses et al. 41 records the highest normalized TC score of 19.51. This article addresses customer satisfaction and dissatisfaction in the context of wine tourism. It is followed by Lu et al. 42 with a score of 18.59, which discusses sustainable human resource management practices, employee resilience, and common good values. Next, the article by Chatterjee et al. 43 achieves a score of 14.62, focusing on the role of digital leadership capabilities in moderating the relationship between the digital work environment and organizational performance. The high normalized citation values of these three articles indicate that, despite being relatively recent, these publications have made a significant impact in the literature and signal a shift in research attention toward more contemporary, applied themes that are relevant to the challenges of modern organizations. Table 2. Normalized Citation of Employee Performance Research. No Author Year Title Normalized TC 1 Meneses, R., Brito, C., Lopes, B., & Correia, R. 41 2025 Satisfaction and dissatisfaction in wine tourism: A user-generated content analysis 19.51 2 Lu, Y., Zhang, M. M., Yang, M. M., & Wang, Y. 42 2023 Sustainable human resource management practices, employee resilience, and employee outcomes: Toward common good values 18.59 3 Chatterjee, S., Chaudhuri, R., Vrontis, D., & Giovando, G. 43 2023 Digital workplace and organization performance: Moderating role of digital leadership capability 14.62 From the perspective of normalized citation, which is a relative measure that allows for comparing academic influence across articles without being distorted by publication time, three articles with the most significant early influence in the field of employee performance are identified. The top-ranked article is by Meneses et al. (2025) (Normalized TC = 19.51), which examines customer satisfaction and dissatisfaction in the context of wine tourism using user-generated content. This study reveals that attributes such as environmental aesthetics, sensory experiences, and staff performance have varying impacts on customer satisfaction and dissatisfaction, supporting two-factor and three-factor theories. This approach offers a new direction in measuring and managing employee performance based on real-time, multidimensional customer perceptions. 5. Discussion 5.1 Main information The results from the bibliometric analysis of 2,044 documents related to employee performance published between 2020 and 2025 reveal intriguing dynamics in the landscape of scholarly publications. The relatively high number of sources (701 journals) indicates that this topic has garnered widespread attention across various disciplines, with significant contributions from 5,555 authors. The fact that only 210 publications were written by single authors, with the remainder resulting from collaborations, highlights a strong trend toward collaborative research, both nationally and internationally, as reflected by the 26.47% proportion of international co-authorship. These findings demonstrate that employee performance research is not only multidisciplinary but also involves increasingly active academic networks that transcend borders. However, the annual publication growth rate decline of -15.88% indicates a trend toward stagnation or reduced interest in general publications in this field, possibly due to thematic saturation or a shift in focus toward more specific and contextual issues, such as digital transformation, work well-being, or organizational sustainability. The relatively young average document age (2.57 years) suggests that the literature used is current and relevant to contemporary developments. Meanwhile, the average citation counts per document, nearing 10, indicates that publications in this field have a strong citation impact, signaling substantial intellectual influence among scholars. The diversity of keywords (4,816) also suggests that employee performance is a broad and multidimensional research area, offering significant opportunities for exploring new topics in future studies. Thus, this descriptive information provides a solid foundation for understanding the structure of scientific production while opening up space for further discussion on the direction and strategic focus of research in the future. 5.2 Identifying research trends The analysis of topic trends in employee performance research from 2020 to 2025 reveals a shift in thematic focus that reflects the adaptive dynamics of scientific inquiry in response to the social context and needs of modern organizations. At the beginning of the period, the emerging themes were still general, such as “human” and “article”, indicating a conceptual focus on individual entities and systematic approaches in scholarly publications. However, as time progressed, researchers’ attention began to shift toward more specific issues, as reflected in the consistent appearance of terms like “personnel management”, “adult”, and “motivation” from 2020-2021 through 2024. These terms show a research trend toward exploring managerial and psychological dimensions related to the management of adult employees and intrinsic motivating factors within organizational contexts. The most noticeable change appears in the final years of the analysis period, with the emergence of new topics such as “job satisfaction”, “job security”, and “hospitals,” which have become key focuses from 2022 to 2025. The appearance of the term “job satisfaction” as a dominant topic reflects the growing attention to employee psychological well-being as an important indicator of job performance, in line with the increasing uncertainty in the work environment post-pandemic. Meanwhile, topics like “job security” and “hospitals”, which emerge in 2024, indicate that employee performance research is beginning to respond to contemporary issues that are sector-specific and contextual, particularly in the healthcare sector. Overall, the pattern of topic evolution illustrates that employee performance research has shifted from theoretical and descriptive domains to more applied and context-based approaches, simultaneously opening up space for future studies to explore issues relevant to the dynamics of sectors and the ever-changing socio-economic needs. 5.3 Detecting key themes/topics The analysis of the most frequently occurring words in the employee performance literature provides an initial overview of the thematic direction and dominant conceptual focus over the past five years. The words “human” (134 occurrences) and “employee” (90 occurrences) are the most frequently used terms, indicating that research is heavily oriented toward individuals as the central focus within organizations. Terms like “performance assessment” (53), “employee performance” (50), and “job performance” (40) emphasize that performance evaluation remains a core pillar of this research. The repeated use of these terms suggests that the academic discourse not only focuses on the definition of performance itself but also on how it is measured, assessed, and linked to various organizational and psychological variables. Additionally, the appearance of words such as “leadership” and “workplace” reflects that both the work environment and the role of leadership are significant factors associated with the improvement or decline of employee performance. Interestingly, several terms reflecting demographic and psychological dimensions, such as “male”, “female”, “adult”, and “psychology”, also emerge with high frequency. This suggests that research in this field is not limited to the operational aspects of organizations but also takes into account individual characteristics that influence work behavior. Additionally, the word “article”, appearing 117 times, indicates a connection between studies and literature reviews, as well as a systematic approach to building conceptual frameworks, likely stemming from the use of quantitative and systematic methods such as bibliometrics. Therefore, this data shows that studies on employee performance evolve within a multidisciplinary framework, integrating managerial, psychological, and methodological approaches. These findings serve as an important starting point for understanding how the topic has been shaped and can be directed toward further exploration through thematic mapping and advanced bibliographic analysis. 5.4 Grouping contemporary themes The topic mapping through network visualization in employee performance research identifies seven main clusters that represent the diversity of themes and the contemporary direction of literature development over the past five years. The green cluster emerges as the dominant cluster, focusing on managerial and strategic dimensions, covering themes such as transformational leadership, performance management, human resource management, and talent management. This focus indicates that leadership practices and HRM strategies continue to be central in efforts to enhance employee performance and innovation. On the other hand, the yellow-green and red clusters reflect a significant shift towards psychological and behavioral approaches. Terms such as engagement, well-being, organizational behavior, employee creativity, and psychological capital indicate an increasing focus on non-structural factors related to employee well-being and work experience, which are increasingly recognized as key determinants in achieving optimal performance. Furthermore, the mapping results also reveal the emergence of contextual themes that reflect the academic response to global challenges and the dynamics of modern organizations. The purple cluster highlights topics such as Covid-19, digital transformation, resilience, and job autonomy, underscoring that issues related to individual resilience and technological adaptation have now become integral components in employee performance research. Meanwhile, the dark blue and light blue clusters focus on structural and work environment elements, such as training, work motivation, organizational culture, and sustainability, indicating that systemic aspects and organizational values continue to play a crucial role in supporting performance. The orange cluster, linking employee engagement with social exchange theory, also signifies the strengthening of the theoretical framework to explain the reciprocal relationship between organizations and employees. Overall, this cluster structure shows that contemporary themes in employee performance research are evolving integratively, combining structural, psychological, social, and contextual aspects, while reflecting a research direction that is increasingly adaptive to the complexities of today’s work environment. 5.5 Identification of the most influential publications The Most Global Cited Documents in employee performance research reveal that works with the highest citation counts tend to address fundamental issues related to the determinants of employee performance within the organizational context. The article by Paais and Pattiruhu, 37 which ranks first with 230 citations, highlights the roles of motivation, leadership, and organizational culture in shaping job satisfaction and employee performance. This finding emphasizes that theoretical constructs integrating individual and organizational variables remain highly relevant and serve as key references in the latest literature. Other articles, such as those by Yu et al. 38 and Singh et al., 31 which each obtained 215 and 213 citations, demonstrate that the focus on aspects such as organizational behavior, work engagement, and performance management strategies remains central to the development of theory and managerial practice. The high citation counts of these articles not only reflect the strength of their empirical and theoretical contributions but also indicate that themes such as leadership, motivation, and work culture have cross-contextual and cross-industrial appeal. Thus, these highly cited works not only shape the conceptual foundation but also serve as markers for the main direction of employee performance research in the global academic landscape. Analysis of articles with the highest normalized citation values in the employee performance literature reveals a strong tendency towards contextual and responsive approaches to the dynamics of modern organizations. Meneses et al., 41 with a normalized TC score of 19.51, ranks at the top through their study examining the determinants of customer satisfaction and dissatisfaction in the tourism sector, specifically wine tourism. The user-generated content-based approach employed in this study emphasizes that customer experience, particularly in relation to service interaction quality and staff performance, has become a key new indicator in assessing employee performance. The high citation value in a short period indicates that research with a sector-specific focus and innovative analytical methods has significant potential to become a reference in interdisciplinary studies, including tourism and human resource management. Next, Lu et al. 42 and Chatterjee et al. 43 each obtain normalized TC scores of 18.59 and 14.62, respectively, consistently indicating that sustainability and digitalization are central themes in the latest literature. The study by Lu et al. 42 positions sustainable HRM as a key variable that not only impacts employee performance but also resilience and work engagement, both of which are critical elements in sustaining organizational productivity over the long term. On the other hand, Chatterjee et al. 43 emphasize the role of digital leadership capabilities in steering and stabilizing technology-based workplace transformation. The focus on digital leadership and adaptability in the face of technological disruption highlights the urgency of aligning organizational practices with changes in the global work environment. Both studies mark a new direction in employee performance research, one that is not solely focused on employee output but also considers systemic conditions, organizational values, and technological readiness as integral parts of the process for achieving sustainable performance. 6. Conclusion The findings from this bibliometric analysis reveal that research on employee performance over the past five years (2020-2025) has undergone significant evolution in terms of thematic focus, theoretical direction, and methodological approaches. Recent research trends have shifted from conventional individual evaluation-based approaches to the integration of contemporary themes such as psychological well-being, digital transformation, sustainable leadership, and adaptation to global disruptions such as the pandemic. The intellectual structure in this field is divided into seven main clusters, reflecting a variety of approaches ranging from structural and managerial dimensions to more complex psychological and contextual aspects. Articles with the highest citation rates and normalized citations indicate that strong contributions come from research emphasizing interdisciplinary approaches and responses to the dynamics of modern organizations. Overall, this research map shows that the study of employee performance has transformed into a landscape that is not only multidimensional but also adaptive to current challenges. Although research on employee performance has grown significantly, several important gaps remain that can shape future studies. First, few studies look closely at how larger external forces, such as global labor laws, climate change, or political instability, affect employee performance. Second, research in specific fields such as healthcare, education, and creative industries is still limited, even though each has unique performance challenges that need context-specific analysis. Third, mixed-methods and long-term (longitudinal) studies are not used often enough to understand how performance changes over time. Moving forward, future research can aim to build stronger theories, explore a wider range of work settings, and use research designs that better match the complex nature of today’s work environments. The findings of this study have significant implications for the development of theory and practice in the field of human resource management, particularly related to employee performance. Theoretically, these findings reinforce the need for the integration of organizational behavior theory, occupational psychology, and strategic management in forming a comprehensive and contextual conceptual framework. Theory-based approaches such as the Job Demands-Resources Model, Social Exchange Theory, and Contingency Theory can be used simultaneously to explain the variables influencing performance in various work situations. Practically, these findings provide guidance for practitioners in designing HR policies that not only focus on performance evaluation but also consider dimensions such as well-being, technological adaptation, and work flexibility. Decision-makers in organizations are encouraged to use these findings to create a more supportive, adaptive, and sustainable work environment, in order to enhance overall organizational productivity and competitiveness. Ethical approval This study is a literature review and does not involve human participants, therefore no ethical approval is required. Consent to participate As this research is based on a literature review, consent to participate is not applicable. Data availability statement Underlying data No data associated with this article. Extended data Repository name: Data BIBLIO Employee Performance. https://doi.org/10.6084/m9.figshare.29115704 44 This project contains the following extended data: • [Data SLR] (Collection of article data used for literature review) • PRISMA Checklist Data are available under the terms of the Creative Commons Attribution 4.0 International license (CC-BY 4.0). References 1. 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Comments on this article Comments (0) Version 2 VERSION 2 PUBLISHED 27 Jun 2025 ADD YOUR COMMENT Comment Author details Author details 1 Brawijaya University, Malang, East Java, Indonesia Maryadi Maryadi Roles: Conceptualization, Data Curation, Formal Analysis, Methodology, Resources, Software, Visualization, Writing – Original Draft Preparation Hamidah Nayati Utami Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing Arik Prasetya Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing Benny Hutahayan Roles: Conceptualization, Formal Analysis, Methodology, Resources, Validation, Writing – Review & Editing Competing interests No competing interests were disclosed. Grant information The author(s) declared that no grants were involved in supporting this work. Article Versions (2) version 2 Revised Published: 03 Oct 2025, 14:633 https://doi.org/10.12688/f1000research.165774.2 version 1 Published: 27 Jun 2025, 14:633 https://doi.org/10.12688/f1000research.165774.1 Copyright © 2025 Maryadi M et al . This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. Download Export To Sciwheel Bibtex EndNote ProCite Ref. Manager (RIS) Sente metrics Views Downloads F1000Research - - PubMed Central info_outline Data from PMC are received and updated monthly. - - Citations open_in_new 0 open_in_new 0 open_in_new SEE MORE DETAILS CITE how to cite this article Maryadi M, Utami HN, Prasetya A and Hutahayan B. Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.12688/f1000research.165774.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS track receive updates on this article Track an article to receive email alerts on any updates to this article. TRACK THIS ARTICLE Share Open Peer Review Current Reviewer Status: ? Key to Reviewer Statuses VIEW HIDE Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Version 1 VERSION 1 PUBLISHED 27 Jun 2025 Views 0 Cite How to cite this report: Solimun S. Reviewer Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r408612 ) The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-408612 NOTE: it is important to ensure the information in square brackets after the title is included in this citation. Close Copy Citation Details Reviewer Report 24 Sep 2025 Solimun Solimun , Brawijaya University, Ketawanggede, Jawa Timur, Indonesia Approved with Reservations VIEWS 0 https://doi.org/10.5256/f1000research.182515.r408612 Methods and Analysis: Clearly presented using PRISMA 2020 and Scopus data. However, limited to a single database making the coverage less comprehensive. Expanding to other databases would improve completeness and replicability. Statistical Analysis and Interpretation: The analysis ... Continue reading READ ALL Methods and Analysis: Clearly presented using PRISMA 2020 and Scopus data. However, limited to a single database making the coverage less comprehensive. Expanding to other databases would improve completeness and replicability. Statistical Analysis and Interpretation: The analysis is appropriate for a bibiliometric study. It remains largely descriptive. Advanced techniques conceptual structure mapping should be added for greater depth Are the rationale for, and objectives of, the Systematic Review clearly stated? Yes Are sufficient details of the methods and analysis provided to allow replication by others? Yes Is the statistical analysis and its interpretation appropriate? Partly Are the conclusions drawn adequately supported by the results presented in the review? Yes If this is a Living Systematic Review, is the ‘living’ method appropriate and is the search schedule clearly defined and justified? (‘Living Systematic Review’ or a variation of this term should be included in the title.) Yes Competing Interests: No competing interests were disclosed. Reviewer Expertise: My areas of research are Statistics, Data Science, and Business Management. I have extensive experience conducting Systematic Literature Reciew (SLR), Bibliometric as well as research using Big Data approaches. This background allows me to thoroughly asses the methodoligal rigor, data science application, and theoretical contributions of this article, especially in the context of employee performance research and bibliometric mapping within business and management statistics. I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard, however I have significant reservations, as outlined above. Close READ LESS CITE CITE HOW TO CITE THIS REPORT Solimun S. Reviewer Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r408612 ) The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-408612 NOTE: it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS Report a concern Author Response 26 Sep 2025 Maryadi Maryadi , Brawijaya University, Malang, Indonesia 26 Sep 2025 Author Response Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the ... Continue reading Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the limitation section to emphasize that the scope is restricted to Scopus-indexed articles. Furthermore, beyond the descriptive bibliometric analysis, we now apply thematic analysis to map and interpret the conceptual structure of the literature. This addition enhances the depth of the study by not only describing publication trends but also identifying thematic clusters and conceptual relationships more comprehensively. Best regards, Maryadi (on behalf of the authors) Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the limitation section to emphasize that the scope is restricted to Scopus-indexed articles. Furthermore, beyond the descriptive bibliometric analysis, we now apply thematic analysis to map and interpret the conceptual structure of the literature. This addition enhances the depth of the study by not only describing publication trends but also identifying thematic clusters and conceptual relationships more comprehensively. Best regards, Maryadi (on behalf of the authors) Competing Interests: No competing interests were disclosed. Close Report a concern Respond or Comment COMMENTS ON THIS REPORT Author Response 26 Sep 2025 Maryadi Maryadi , Brawijaya University, Malang, Indonesia 26 Sep 2025 Author Response Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the ... Continue reading Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the limitation section to emphasize that the scope is restricted to Scopus-indexed articles. Furthermore, beyond the descriptive bibliometric analysis, we now apply thematic analysis to map and interpret the conceptual structure of the literature. This addition enhances the depth of the study by not only describing publication trends but also identifying thematic clusters and conceptual relationships more comprehensively. Best regards, Maryadi (on behalf of the authors) Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the limitation section to emphasize that the scope is restricted to Scopus-indexed articles. Furthermore, beyond the descriptive bibliometric analysis, we now apply thematic analysis to map and interpret the conceptual structure of the literature. This addition enhances the depth of the study by not only describing publication trends but also identifying thematic clusters and conceptual relationships more comprehensively. Best regards, Maryadi (on behalf of the authors) Competing Interests: No competing interests were disclosed. Close Report a concern COMMENT ON THIS REPORT Views 0 Cite How to cite this report: Vemaraju S. Reviewer Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r411193 ) The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-411193 NOTE: it is important to ensure the information in square brackets after the title is included in this citation. Close Copy Citation Details Reviewer Report 18 Sep 2025 Sudha Vemaraju , GITAM University, Visakhapatnam, Andhra Pradesh, India Approved VIEWS 0 https://doi.org/10.5256/f1000research.182515.r411193 1. The article sets a clear context, establishing why a detailed examination of employee performance research is essential. Authors clearly stated its vital relevance by anchoring the analysis in the unprecedented post-pandemic transformation of work. Further the study highlights that ... Continue reading READ ALL 1. The article sets a clear context, establishing why a detailed examination of employee performance research is essential. Authors clearly stated its vital relevance by anchoring the analysis in the unprecedented post-pandemic transformation of work. Further the study highlights that existing performance paradigms need to revisted, post pandemic justifying a timely bibliometric mapping to uncover the new research priorities and thematic clusters shaping the future of employee performance. The objectives of the review are then presented in a precise manner, and clearly stated why the contribution is significant. 2. This study presents a clear methodological framework for bibliometric analysis. The authors clearly mentioned the Scopus as the data source and the time frame (2020–2025), ensuring transparency and ease of replication. PRISMA 2020 guidelines used in this study adds to the rigor and objectivity of article selection, while the adoption of Bibliometrix (R) and VOSviewer further adds credibility to the analysis as they are the leading tools in this research. The outlined approach, from performance evaluation to PRISMA, exclusion of articles, identifying research trends, detecting key themes/topics, grouping contemporary themes, identification of the most influential publications in employee performance research, normalized citation provides a logical and well-structured roadmap. Overall, the methodology is robust, systematic, and sufficiently detailed to serve as a reliable model for future research. 3. The statistical analysis adopted is well-suited to bibliometric study. The integration of Bibliometrix R for performance analytics and trend visualization with VOSviewer for co-word analysis and bibliographic coupling reflects a standard approach. The seven dominant thematic clusters, normalized citation analysis enhances validity by controlling for temporal and disciplinary biases. This combination ensures a robust synthesis of the intellectual structure and emerging trajectories in employee performance research. 4. The conclusions are firmly rooted in the empirical results. The seven thematic clusters identified through network mapping, alongside trend and citation analyses, provide direct and compelling evidence for the stated claims about the field's intellectual structure and evolution. 5. Key Deficits for Living Systematic Review (LSR) Classification: Title: The absence of the term "Living Systematic Review" or a clear variant. The specific time-period end date (2025) further states that it is not a living, review. Absence of a Defined Search Update Schedule: The publicly stated schedule for periodic updates is missing. Frequency: How often will the search be repeated (e.g., monthly, quarterly, biannually)? Update Triggers: What criteria will trigger an update (e.g., a volume of new publications, emergence of a landmark study)? Stopping Criteria: Under what conditions would the "living" status be suspended or ended? Absence of Justification for a Living Approach No Protocol for Integrating New Evidence: There is no mention of the operational processes for managing updates like: How new records will be screened and integrated into the existing analysis. How the bibliometric maps (clusters, networks, trends) will be revised and re-interpreted. How version control will be managed and previous iterations archived. Conclusion and Recommendation: In its present form, this study is a well-executed bibliometric review with a defined endpoint. To be transformed to an LSR framework, the authors must: Amend the title to include "Living Systematic Review." Present a detailed protocol outlining the update schedule, justification, and methods for evidence integration by securing a commitment for the long-term resources. Without these critical components, labeling it as a Living Systematic Review would be inappropriate. However, the current title is apt for the article and need not be transformed to LSR framework. Are the rationale for, and objectives of, the Systematic Review clearly stated? Yes Are sufficient details of the methods and analysis provided to allow replication by others? Yes Is the statistical analysis and its interpretation appropriate? Yes Are the conclusions drawn adequately supported by the results presented in the review? Yes If this is a Living Systematic Review, is the ‘living’ method appropriate and is the search schedule clearly defined and justified? (‘Living Systematic Review’ or a variation of this term should be included in the title.) No Competing Interests: No competing interests were disclosed. Reviewer Expertise: Marketing, ICTs and Development, AI, ESG, Entrepreneurship, Sustainability, Retail Management, Consumer Behavior, Customer Relationship Management. I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. Close READ LESS CITE CITE HOW TO CITE THIS REPORT Vemaraju S. Reviewer Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r411193 ) The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-411193 NOTE: it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS Report a concern Author Response 26 Sep 2025 Maryadi Maryadi , Brawijaya University, Malang, Indonesia 26 Sep 2025 Author Response Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic ... Continue reading Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic Literature Review (SLR) and not a Living Systematic Review (LSR). Accordingly, we add a section on the study’s limitations to clearly emphasize its defined endpoint and scope. Best regards, Maryadi (on behalf of the authors) Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic Literature Review (SLR) and not a Living Systematic Review (LSR). Accordingly, we add a section on the study’s limitations to clearly emphasize its defined endpoint and scope. Best regards, Maryadi (on behalf of the authors) Competing Interests: No competing interests were disclosed. Close Report a concern Respond or Comment COMMENTS ON THIS REPORT Author Response 26 Sep 2025 Maryadi Maryadi , Brawijaya University, Malang, Indonesia 26 Sep 2025 Author Response Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic ... Continue reading Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic Literature Review (SLR) and not a Living Systematic Review (LSR). Accordingly, we add a section on the study’s limitations to clearly emphasize its defined endpoint and scope. Best regards, Maryadi (on behalf of the authors) Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic Literature Review (SLR) and not a Living Systematic Review (LSR). Accordingly, we add a section on the study’s limitations to clearly emphasize its defined endpoint and scope. Best regards, Maryadi (on behalf of the authors) Competing Interests: No competing interests were disclosed. Close Report a concern COMMENT ON THIS REPORT Comments on this article Comments (0) Version 2 VERSION 2 PUBLISHED 27 Jun 2025 ADD YOUR COMMENT Comment keyboard_arrow_left keyboard_arrow_right Open Peer Review Reviewer Status info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Reviewer Reports Invited Reviewers 1 2 Version 2 (revision) 03 Oct 25 read Version 1 27 Jun 25 read read Sudha Vemaraju , GITAM University, Visakhapatnam, India Solimun Solimun , Brawijaya University, Ketawanggede, Indonesia Comments on this article All Comments (0) Add a comment Sign up for content alerts Sign Up You are now signed up to receive this alert Browse by related subjects keyboard_arrow_left Back to all reports Reviewer Report 0 Views copyright © 2025 Solimun S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 08 Oct 2025 | for Version 2 Solimun Solimun , Brawijaya University, Ketawanggede, Jawa Timur, Indonesia 0 Views copyright © 2025 Solimun S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. format_quote Cite this report speaker_notes Responses (0) Approved info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions I have carefully reviewed the revised manuscript and the author's detailed responses to the previous comments. The revisions have been addressed thoroughly and thoughtfully, with substantial improvements in structure, methodological clarity, and theoretical grounding. The integration of recent literature strengthens the empirical relevance, and the expanded discussion enhances both academic and practical implications. I therefore have no further comments and recommend the article for indexing in its current form. Competing Interests No competing interests were disclosed. Reviewer Expertise My areas of research are Statistics, Data Science, and Business Management. I have extensive experience conducting Systematic Literature Reciew (SLR), Bibliometric as well as research using Big Data approaches. This background allows me to thoroughly asses the methodoligal rigor, data science application, and theoretical contributions of this article, especially in the context of employee performance research and bibliometric mapping within business and management statistics. I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. reply Respond to this report Responses (0) Solimun S. Peer Review Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.188782.r419882) NOTE: it is important to ensure the information in square brackets after the title is included in this citation. The direct URL for this report is: https://f1000research.com/articles/14-633/v2#referee-response-419882 keyboard_arrow_left Back to all reports Reviewer Report 0 Views copyright © 2025 Solimun S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 24 Sep 2025 | for Version 1 Solimun Solimun , Brawijaya University, Ketawanggede, Jawa Timur, Indonesia 0 Views copyright © 2025 Solimun S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. format_quote Cite this report speaker_notes Responses (1) Approved With Reservations info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Methods and Analysis: Clearly presented using PRISMA 2020 and Scopus data. However, limited to a single database making the coverage less comprehensive. Expanding to other databases would improve completeness and replicability. Statistical Analysis and Interpretation: The analysis is appropriate for a bibiliometric study. It remains largely descriptive. Advanced techniques conceptual structure mapping should be added for greater depth Are the rationale for, and objectives of, the Systematic Review clearly stated? Yes Are sufficient details of the methods and analysis provided to allow replication by others? Yes Is the statistical analysis and its interpretation appropriate? Partly Are the conclusions drawn adequately supported by the results presented in the review? Yes If this is a Living Systematic Review, is the ‘living’ method appropriate and is the search schedule clearly defined and justified? (‘Living Systematic Review’ or a variation of this term should be included in the title.) Yes Competing Interests No competing interests were disclosed. Reviewer Expertise My areas of research are Statistics, Data Science, and Business Management. I have extensive experience conducting Systematic Literature Reciew (SLR), Bibliometric as well as research using Big Data approaches. This background allows me to thoroughly asses the methodoligal rigor, data science application, and theoretical contributions of this article, especially in the context of employee performance research and bibliometric mapping within business and management statistics. I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard, however I have significant reservations, as outlined above. reply Respond to this report Responses (1) Author Response 26 Sep 2025 Maryadi Maryadi, Brawijaya University, Malang, Indonesia Dear Reviewer, Thank you for your constructive feedback. In response, we clarify that this study uses Scopus as the primary database. We have therefore added an explanation in the limitation section to emphasize that the scope is restricted to Scopus-indexed articles. Furthermore, beyond the descriptive bibliometric analysis, we now apply thematic analysis to map and interpret the conceptual structure of the literature. This addition enhances the depth of the study by not only describing publication trends but also identifying thematic clusters and conceptual relationships more comprehensively. Best regards, Maryadi (on behalf of the authors) View more View less Competing Interests No competing interests were disclosed. reply Respond Report a concern Solimun S. Peer Review Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r408612) NOTE: it is important to ensure the information in square brackets after the title is included in this citation. The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-408612 keyboard_arrow_left Back to all reports Reviewer Report 0 Views copyright © 2025 Vemaraju S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 18 Sep 2025 | for Version 1 Sudha Vemaraju , GITAM University, Visakhapatnam, Andhra Pradesh, India 0 Views copyright © 2025 Vemaraju S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. format_quote Cite this report speaker_notes Responses (1) Approved info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions 1. The article sets a clear context, establishing why a detailed examination of employee performance research is essential. Authors clearly stated its vital relevance by anchoring the analysis in the unprecedented post-pandemic transformation of work. Further the study highlights that existing performance paradigms need to revisted, post pandemic justifying a timely bibliometric mapping to uncover the new research priorities and thematic clusters shaping the future of employee performance. The objectives of the review are then presented in a precise manner, and clearly stated why the contribution is significant. 2. This study presents a clear methodological framework for bibliometric analysis. The authors clearly mentioned the Scopus as the data source and the time frame (2020–2025), ensuring transparency and ease of replication. PRISMA 2020 guidelines used in this study adds to the rigor and objectivity of article selection, while the adoption of Bibliometrix (R) and VOSviewer further adds credibility to the analysis as they are the leading tools in this research. The outlined approach, from performance evaluation to PRISMA, exclusion of articles, identifying research trends, detecting key themes/topics, grouping contemporary themes, identification of the most influential publications in employee performance research, normalized citation provides a logical and well-structured roadmap. Overall, the methodology is robust, systematic, and sufficiently detailed to serve as a reliable model for future research. 3. The statistical analysis adopted is well-suited to bibliometric study. The integration of Bibliometrix R for performance analytics and trend visualization with VOSviewer for co-word analysis and bibliographic coupling reflects a standard approach. The seven dominant thematic clusters, normalized citation analysis enhances validity by controlling for temporal and disciplinary biases. This combination ensures a robust synthesis of the intellectual structure and emerging trajectories in employee performance research. 4. The conclusions are firmly rooted in the empirical results. The seven thematic clusters identified through network mapping, alongside trend and citation analyses, provide direct and compelling evidence for the stated claims about the field's intellectual structure and evolution. 5. Key Deficits for Living Systematic Review (LSR) Classification: Title: The absence of the term "Living Systematic Review" or a clear variant. The specific time-period end date (2025) further states that it is not a living, review. Absence of a Defined Search Update Schedule: The publicly stated schedule for periodic updates is missing. Frequency: How often will the search be repeated (e.g., monthly, quarterly, biannually)? Update Triggers: What criteria will trigger an update (e.g., a volume of new publications, emergence of a landmark study)? Stopping Criteria: Under what conditions would the "living" status be suspended or ended? Absence of Justification for a Living Approach No Protocol for Integrating New Evidence: There is no mention of the operational processes for managing updates like: How new records will be screened and integrated into the existing analysis. How the bibliometric maps (clusters, networks, trends) will be revised and re-interpreted. How version control will be managed and previous iterations archived. Conclusion and Recommendation: In its present form, this study is a well-executed bibliometric review with a defined endpoint. To be transformed to an LSR framework, the authors must: Amend the title to include "Living Systematic Review." Present a detailed protocol outlining the update schedule, justification, and methods for evidence integration by securing a commitment for the long-term resources. Without these critical components, labeling it as a Living Systematic Review would be inappropriate. However, the current title is apt for the article and need not be transformed to LSR framework. Are the rationale for, and objectives of, the Systematic Review clearly stated? Yes Are sufficient details of the methods and analysis provided to allow replication by others? Yes Is the statistical analysis and its interpretation appropriate? Yes Are the conclusions drawn adequately supported by the results presented in the review? Yes If this is a Living Systematic Review, is the ‘living’ method appropriate and is the search schedule clearly defined and justified? (‘Living Systematic Review’ or a variation of this term should be included in the title.) No Competing Interests No competing interests were disclosed. Reviewer Expertise Marketing, ICTs and Development, AI, ESG, Entrepreneurship, Sustainability, Retail Management, Consumer Behavior, Customer Relationship Management. I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. reply Respond to this report Responses (1) Author Response 26 Sep 2025 Maryadi Maryadi, Brawijaya University, Malang, Indonesia Dear Reviewer, We sincerely thank you for your valuable feedback and greatly appreciate the constructive suggestions you provide. We would like to clarify that this study is a Systematic Literature Review (SLR) and not a Living Systematic Review (LSR). Accordingly, we add a section on the study’s limitations to clearly emphasize its defined endpoint and scope. Best regards, Maryadi (on behalf of the authors) View more View less Competing Interests No competing interests were disclosed. reply Respond Report a concern Vemaraju S. Peer Review Report For: Mapping the Intellectual Landscape of Employee Performance Research: A Bibliometric and Mapping Analysis (2020–2025) [version 1; peer review: 1 approved, 1 approved with reservations] . F1000Research 2025, 14 :633 ( https://doi.org/10.5256/f1000research.182515.r411193) NOTE: it is important to ensure the information in square brackets after the title is included in this citation. The direct URL for this report is: https://f1000research.com/articles/14-633/v1#referee-response-411193 Alongside their report, reviewers assign a status to the article: Approved - the paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations - A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. 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