<![CDATA[Penelitian ini bertujuan menganalisis hubungan Public Service Motivation dan Work-Life Balance dengan kinerja pegawai melalui stres kerja sebagai variabel intervening pada Rutan Kelas IIB Tanjung Pura. Penelitian menggunakan pendekatan kuantitatif dengan jenis penelitian asosiatif. Seluruh populasi yang berjumlah 73 pegawai dijadikan sampel melalui teknik sampling jenuh. Data dikumpulkan menggunakan kuesioner dan dianalisis dengan Structural Equation Modeling–Partial Least Squares (SEM-PLS) menggunakan SmartPLS. Hasil penelitian menunjukkan bahwa Public Service Motivation dan Work-Life Balance berhubungan positif dan signifikan dengan kinerja pegawai. Public Service Motivation juga berhubungan signifikan dengan stres kerja, sedangkan Work-Life Balance tidak berhubungan signifikan dengan stres kerja. Stres kerja berhubungan signifikan dengan kinerja pegawai, tetapi tidak mampu memediasi hubungan Public Service Motivation maupun Work-Life Balance dengan kinerja pegawai. Temuan ini menunjukkan bahwa peningkatan kinerja pegawai lebih dominan berlangsung melalui hubungan langsung Public Service Motivation dan Work-Life Balance, sementara stres kerja belum berperan sebagai mekanisme intervening. This study aims to analyze the relationship between Public Service Motivation and Work-Life Balance and employee performance through work stress as an intervening variable in Tanjung Pura Class IIB Prison. The research uses a quantitative approach with an associative type of research. The entire population of 73 employees was sampled through saturated sampling techniques. Data were collected using a questionnaire and analyzed with Structural Equation Modeling–Partial Least Squares (SEM-PLS) using SmartPLS. The results of the study show that Public Service Motivation and Work-Life Balance are positively and significantly related to employee performance. Public Service Motivation is also significantly related to work stress, while Work-Life Balance is not significantly related to work stress. Work stress is significantly related to employee performance, but is unable to mediate the relationship between Public Service Motivation and Work-Life Balance and employee performance. These findings show that employee performance improvement is more predominantly taking place through a direct relationship between Public Service Motivation and Work-Life Balance, while work stress has not played a role as an intervening mechanism.]]>
