The Interplay of Work Culture, Motivation, and Employee Performance: The Mediating Role of Job Satisfaction
https://doi.org/10.56225/ijfeb.v4i3.520
Keywords:
Work Culture, Work Motivation, Work Allowances, Job Satisfaction, Employee PerformanceAbstract
This study examines the influence of work culture, work motivation, and work allowances on employee performance, with job satisfaction as a mediating variable in a public-sector organisation. In the context of increasing demands for effective and accountable public services, understanding the determinants of employee performance has become essential. This research adopts a quantitative approach using survey data collected from 74 employees of a government agency, and the data were analysed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) technique. The results reveal that work culture, work motivation, and work allowances have positive and significant effects on employee performance. In addition, all three variables significantly influence job satisfaction, with work motivation demonstrating the strongest effect. Job satisfaction is found to have the most substantial direct effect on employee performance. Furthermore, mediation analysis indicates that job satisfaction partially mediates the relationships among work culture, work motivation, work allowances, and employee performance. These findings highlight the importance of both organisational factors and psychological mechanisms in shaping employee performance. The study concludes that improving employee performance in the public sector requires a comprehensive approach that includes strengthening organisational culture, enhancing motivation, and implementing fair compensation systems, while simultaneously fostering job satisfaction as a key driver of performance outcomes.
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