<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh burnout, work-life balance, dan sense of belonging terhadap kinerja pegawai, serta menguji peran mediasi sense of belonging pada hubungan burnout dan work-life balance terhadap kinerja pegawai di UP3 Makassar Utara. Penelitian ini menggunakan pendekatan kuantitatif dengan metode Structural Equation Modeling (SEM) berbasis Partial Least Squares (PLS). Data dikumpulkan melalui kuesioner dari 74 responden dan dianalisis menggunakan perangkat lunak SmartPLS 4.0. Hasil penelitian menunjukkan bahwa burnout dan work-life balance masing-masing berpengaruh positif dan signifikan terhadap sense of belonging. Burnout juga menunjukkan pengaruh langsung yang signifikan terhadap kinerja pegawai, demikian pula work-life balance. Namun, sense of belonging tidak memiliki pengaruh signifikan terhadap kinerja, dan tidak berperan sebagai mediator dalam hubungan antara burnout maupun work-life balance terhadap kinerja. Temuan ini menunjukkan bahwa peningkatan kinerja tidak hanya ditentukan oleh faktor psikologis internal, tetapi juga perlu didukung oleh faktor eksternal seperti pengembangan kompetensi dan dukungan organisasi. Penelitian ini merekomendasikan agar manajemen mempertimbangkan pendekatan manajemen sumber daya manusia yang lebih menyeluruh dan berorientasi pada kesejahteraan pegawai. This study aims to analyze the influence of burnout, work-life balance, and sense of belonging on employee performance, as well as examine whether sense of belonging mediates the relationship between burnout and work-life balance on employee performance at UP3 Makassar Utara. A quantitative approach was used with Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). Data were collected from 74 employees using a questionnaire and analyzed with SmartPLS 4.0 software. The results show that burnout and work-life balance have a positive and significant effect on sense of belonging. Both burnout and work-life balance also directly influence employee performance positively and significantly. However, sense of belonging does not have a significant direct effect on performance, nor does it mediate the relationship between burnout or work-life balance and performance. These findings suggest that performance improvement is not solely driven by internal psychological factors but also requires organizational support such as competency development and managerial encouragement. The study recommends that management adopt a more holistic human resource strategy that prioritizes employee well-being and sustainable productivity.]]>
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