<![CDATA[Penelitian ini bertujuan menganalisis pengaruh gaya kepemimpinan, budaya organisasi, dan motivasi kerja terhadap kinerja pegawai melalui kepuasan kerja sebagai variabel intervening pada Badan Pusat Statistik Kabupaten Boalemo. Penelitian menggunakan pendekatan kuantitatif dengan desain kausal. Populasi penelitian berjumlah 30 pegawai yang seluruhnya dijadikan sampel menggunakan teknik sampling jenuh. Data dikumpulkan melalui kuesioner berskala Likert dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS) dengan bantuan SmartPLS 4.0. Hasil penelitian menunjukkan bahwa gaya kepemimpinan, budaya organisasi, dan motivasi kerja tidak berpengaruh signifikan terhadap kinerja pegawai. Gaya kepemimpinan dan budaya organisasi juga tidak berpengaruh signifikan terhadap kepuasan kerja, sedangkan motivasi kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Selanjutnya, kepuasan kerja tidak berpengaruh signifikan terhadap kinerja pegawai serta tidak mampu memediasi pengaruh gaya kepemimpinan, budaya organisasi, dan motivasi kerja terhadap kinerja pegawai. Model penelitian memiliki nilai R² sebesar 0,457 pada kinerja pegawai dan 0,737 pada kepuasan kerja dengan nilai Goodness of Fit (GoF) sebesar 0,588. Temuan ini menunjukkan bahwa pada organisasi sektor publik, peningkatan kinerja pegawai tidak hanya ditentukan oleh faktor perilaku organisasi, tetapi juga dipengaruhi oleh sistem kerja dan mekanisme pengelolaan kinerja yang diterapkan organisasi. This study examined the effects of leadership style, organizational culture, and work motivation on employee performance through job satisfaction as an intervening variable at the Central Bureau of Statistics (BPS) of Boalemo Regency. A quantitative approach with a causal research design was employed. The study involved all 30 employees using a census sampling technique. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0. The results showed that leadership style, organizational culture, and work motivation had no significant direct effect on employee performance. Leadership style and organizational culture also had no significant effect on job satisfaction, whereas work motivation had a positive and significant effect on job satisfaction. Furthermore, job satisfaction had no significant effect on employee performance and did not mediate the relationships between leadership style, organizational culture, work motivation, and employee performance. The structural model explained 45.7% of the variance in employee performance and 73.7% of the variance in job satisfaction. These findings suggest that employee performance at BPS Boalemo Regency is primarily influenced by organizational systems and performance management mechanisms rather than by leadership style, organizational culture, work motivation, or job satisfaction. The study highlights the importance of strengthening organizational systems and employee competency development to improve performance]]>
