This study was conducted to determine: 1) the influence of work-life balance on employee performance at PDAM Tirta Limutu, Gorontalo Regency, 2) the influence of co-worker support on employee performance at PDAM Tirta Limutu, Gorontalo Regency, and 3) the influence of work-life balance and co-worker support on employee performance at PDAM Tirta Limutu, Gorontalo Regency. This study is associative with a quantitative approach, which aims to analyze the relationship between the variables studied. The data analysis method used is multiple linear regressions. The primary data analyzed was obtained through interviews and direct observation of the research object. The data collection process was carried out by distributing questionnaires to respondents. At the same time, the sampling technique used the census method, where the entire population was used as a sample in this study. The results of the study indicate that partial work-life balance (X1) has a positive and significant effect on the performance of PDAM Tirta Limutu employees in Gorontalo Regency, support from co-workers (X2) has a positive and significant effect on the performance of PDAM Tirta Limutu employees in Gorontalo Regency. Simultaneously, work-life balance and support from co-workers positively and significantly affect the performance of PDAM Tirta Limutu employees in Gorontalo Regency.

This study aims to analyze the influence of leadership style, compensation, and workload on employee turnover intention at Koperasi Serba Usaha "Sentosa". Turnover intention is a critical indicator in maintaining the stability of human resources, particularly in cooperatives that rely on employee loyalty and productivity. The research employs a quantitative approach using survey methods, with questionnaires distributed to 60 respondents who are active employees of the cooperative. Multiple linear regression analysis is used to examine both simultaneous and partial effects of the independent variables on the dependent variable. The results show that leadership style and compensation have a negative and significant effect on turnover intention, while workload has a positive and significant effect. These findings indicate that improvements in leadership style and compensation systems, along with better workload management, can reduce employees' intention to leave the cooperative. The practical implications of this study can serve as a foundation for Koperasi Serba Usaha "Sentosa" in designing more effective employee retention strategies.