This study investigated the influence of work motivation and knowleldge sharing on employee performance within the healthcare sector, specifically among nursing staff at RSUD dr Gondo Suwarno. The research aimed to explore the direct and indirect effects of these variables, with job satisfaction serving as a mediating factor. Data was collected through a quantitative survey involving 149 nursing staff, and structural equation modeling (SEM) was employes to analyze the relationships. The findings revaled that work motivation did directly impact employee performance, and it positively influenced job satisfaction. Conversely, knowledge sharing demonstrated a significant positive relationship with both job satisfaction and employee performance. Moreover, job satisfaction emerged as a crucial mediator, amplifying the positive effects of both work motivation and knowledge sharing on employee performance. These reseults underscore the importance of holostic human resource management strategies that prioritize employee satisfaction. Organixation are encouraged to create supportive work environments that foster motivation, facilitate knowledge sharing, and offer opportunities for career development. Future research could delve deeper into the dynamic of these relationships within diverse organizational contexts

The purposes of this study is to identify and analyze the influence of Employee Engagement and Organizational Commitment on Employee peroformance, with Intrinsic Motivation as a mediating factor. This research adopts an Explanatory Research approach. The sample consists of nurses working at Semarang Regency Hospital, selected using Slovin formula. The resutls indicate that Employee Engagement and Organizational Commitment do not have an effect on Employee Performance. However, both Employee Engagement and Organizational Commitment have a positive and significant effect on Intrinsic Motivation. Intrinsic Motivation has a positive and significant effect on Employee Performance and serves as a significant mediating variable between Employee Engagement, Organizational Commitment, and Employee Performance