Influence of the collaborative roles of human resource and line managers on organizational performance: A systematic review

Steven C. Kauzeni; Venance Shillingi; Denis  Kamugisha; Tukae Mbegalo

doi:10.51867/ajernet.6.4.106

Auteurs

Steven C. Kauzeni Mzumbe University, Tanzania
Venance Shillingi Mzumbe University, Tanzania https://orcid.org/0000-0001-8162-615X
Denis Kamugisha Mzumbe University, Tanzania https://orcid.org/0009-0003-5138-7954
Tukae Mbegalo Mzumbe University, Tanzania

DOI :

https://doi.org/10.51867/ajernet.6.4.106

Mots-clés :

HR-Line Manager Collaboration, Human Resource, Organizational Performance

Résumé

The collaborative roles of Human Resource (HR) practitioners and line managers have garnered significant attention in management research, particularly for their potential to enhance organizational performance. Despite this interest, there is a lack of systematic investigation into how HR-line manager collaboration specifically influences organizational outcomes. This study explored the nature of HR-line manager collaboration and assessed its impact on organizational performance. Using a systematic review of scholarly articles published between 2018 and 2025 (following [Preferred Reporting Items for Systematic Reviews and Meta-Analyses] PRISMA protocols) from reputable databases, combined with semi-structured interviews conducted with 15 key informants from various Ministries, Departments, and Agencies (MDAs), the study provides comprehensive insights. The findings indicate that strong HR-line manager collaboration is positively linked to improved employee engagement, productivity, and retention. Qualitative analysis identifies significant challenges such as role ambiguity, inadequate training, and a deficiency of empathy among HR personnel. Conversely, effective collaboration is facilitated by clearly delineated roles and focused capacity-building initiatives. The study contributes practical recommendations for HR practitioners and policymakers by highlighting strategies to overcome collaboration barriers and optimize HR-line manager partnerships, ultimately promoting sustainable organizational success.

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