<![CDATA[This study aims to examine the impact of intrinsic and extrinsic motivation on employee performance loyalty at the Free Nutritional Meal Program (MBG) Kitchen in West Teluk Betung, Bandar Lampung City, with job performance as a mediating variable. The MBG program, as a socially oriented public service initiative, demands optimal, consistent, and sustainable employee performance to maintain the quality of nutritious food services. Thus, effective human resource management—through increased motivation and enhanced job performance—is crucial for fostering employee loyalty. This phenomenon underscores that human resource management, particularly motivation and job performance, play a crucial role in ensuring the program's success. The main research question is: Do intrinsic and extrinsic motivation influence employee performance loyalty through job performance as a mediator? This study offers novelty by investigating the mediating role of job performance between intrinsic/extrinsic motivation and employee performance loyalty in the specific context of the MBG social program, an area that has received little academic attention. This study adopted a quantitative approach using a survey methodology. Data were collected through questionnaires distributed to all employees at MBG Kitchen in West Teluk Betung. Key variables studied included intrinsic motivation, extrinsic motivation, job performance, and job loyalty. Data analysis was performed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to assess direct and indirect relationships between variables. Research findings indicate that both intrinsic and extrinsic motivation have a positive influence on job performance, which in turn positively impacts employee loyalty. Furthermore, job performance has been confirmed as a mediator of the relationship between motivation and employee loyalty. In conclusion, increasing work motivation—both intrinsic and extrinsic—can improve job performance and further strengthen employee loyalty. Therefore, MBG managers should prioritize strategies to optimize motivation and performance, thereby ensuring the long-term sustainability of the program and the quality of service]]>
