<![CDATA[This study examines the structural relationships among compensation, work discipline, motivation, and employee performance in the public sector. Motivated by issues such as suboptimal organizational performance, attendance problems, and compensation-related challenges, this research aims to analyze the direct and indirect effects of compensation and work discipline on employee performance, with motivation as a mediating variable. A quantitative research design using a survey method was applied, with a population of 90 civil servant employees selected through saturated sampling. Data were collected via a structured questionnaire using a five-point Likert scale and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that while compensation does not directly affect employee performance, it significantly boosts work motivation. Work discipline positively influences both motivation and performance. Additionally, work motivation plays a significant role in enhancing employee performance and mediates the relationship between compensation, work discipline, and performance. These results highlight the importance of psychological and behavioral mechanisms in shaping employee performance in public sector organizations. In conclusion, strengthening work discipline and increasing motivation are more effective strategies for improving performance than relying solely on financial compensation. This study contributes to behavioral-performance models by emphasizing the mediating role of motivation.]]>
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