<![CDATA[Background and aim: PT Telkom Regional 3 has experienced substantial organizational and work-process changes following the Five Bold Moves transformation, particularly fixed-mobile convergence and the migration of IndiHome operations to Telkomsel. These changes increased task complexity and created uneven performance across work units. This study examined the effects of job demands and self-efficacy on employee performance and tested whether employee engagement moderates both relationships. Method: A quantitative explanatory design was applied to 99 Band Position 3 employees using a census sampling approach. Data were collected through structured online and offline questionnaires and analyzed with partial least squares structural equation modeling (PLS-SEM) using SmartPLS. The measurement model was assessed through outer loadings, average variance extracted, composite reliability, Cronbach's alpha, and Fornell-Larcker discriminant validity. The structural model was evaluated through path coefficients, t-statistics, p-values, and R-square. Results and discussion: Job demands showed a negative but non-significant effect on employee performance, indicating that workload pressure alone did not directly explain performance variation. Self-efficacy had a positive and significant effect on employee performance. Employee engagement significantly weakened the negative job demands-performance relationship and strengthened the self-efficacy-performance relationship. Conclusion: Employee performance during transformation depends not only on workload intensity but also on employees' psychological capability and motivational engagement. PT Telkom Regional 3 should implement smart workload mapping, mastery-based self-efficacy development, and engagement-oriented leadership to sustain performance during restructuring.]]>
