The Influence of Work Motivation and Supervision on Employee Performance through Job Sarisfaction

This study aims to analyze the influence of work motivation and supervision on employee performance through job satisfaction at the Population Control and Family Planning Office (DPPKB) of East Kutai Regency. A quantitative approach was employed using census sampling technique involving 84 employees. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS software. The results reveal that: (1) work motivation positively and significantly affects job satisfaction (β = 0.263, p = 0.039); (2) supervision has a stronger positive effect on job satisfaction (β = 0.409, p = 0.000); (3) work motivation does not directly affect employee performance (β = 0.136, p = 0.248); (4) supervision does not directly affect employee performance (β = 0.140, p = 0.186); (5) job satisfaction is the strongest predictor of employee performance (β = 0.565, p = 0.000); (6) job satisfaction does not significantly mediate the work motivation–performance relationship (β = 0.149, p = 0.056); and (7) job satisfaction fully mediates the supervision–performance relationship (β = 0.231, p = 0.001). These findings suggest that improving public-sector employee performance requires a humanistic supervisory approach centered on employee psychological well-being.