The most successful companies manage their people resources in the most effective and efficient manner. According to Mahfouz et al. (2021), employee commitment significantly affects employee performance (EP), human resource management (HRM) practices significantly affect employee commitment, and employee commitment partially mediates the relationship between HRM practices and EP. This study aims to analyze the mediating role of EP in the relationship between employee experience (EX) and organizational commitment (OC) in enterprises. Based on survey data from 396 employees working in information technology companies in Vietnam, the research model was tested using the partial least squares structural equation modeling (PLS-SEM) method. The results show that EX has a significant impact on EP, and in turn, EP positively influences three forms of OC: affective commitment, continuance commitment, and normative commitment. Notably, EP serves as a crucial mediator in transforming the impact of EX into OC, with the indirect effect found to be statistically significant. So, to enhance employee engagement, organizations need to integrate strategies that improve both EX and EP. This study contributes empirical evidence to organizational behavior theory and provides a practical foundation for developing integrated HRM models in the modern business context and improving corporate strategy.