Abstract
The aim of this study is to examine how GHRM and organizational culture impact job performance in the Jordanian banking sector. The study also discusses how the previously mentioned elements related to one another as they were incorporated into the resource-based-view (RBV) theory. A thorough evaluation of recent literature was also included in the study with regard to the quantitative results from looking at GHRM and job performance in the Jordanian environment. The result found a significant relationship between them. Also; research highlights the most significant discoveries made on themes by outlining the connections between all of the components and incorporating the interrelationships into a single distinct model. The study offers the most thorough textual analysis of quantitative findings to date by focusing on work performance. Previous studies verified the connection between these variables. The value of the study helps academic groups interested in job performance and its intricacies in addition to filling a vacuum in the literature.
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