<![CDATA[This study examines associations among work motivation, competence, organizational commitment, and employee performance among 60 employees at the Representative Office of Bank Indonesia, West Sumatra, using saturated sampling and partial least squares structural equation modeling (PLS-SEM). Competence is positively associated with performance (β = 0.505, t = 3.926) and commitment (β = 0.595, t = 5.516); commitment is associated with performance (β = 0.397, t = 3.394). Motivation is associated with commitment (β = 0.316, t = 2.534), but its direct association with performance is not statistically significant (β = 0.041, t = 0.392). The competence–performance indirect effect is supported (β = 0.236, t = 3.134); the motivation–performance indirect effect (β = 0.125, t = 1.860) does not reach the conventional two-tailed 5% threshold. The model reports R² values of 0.832 for performance and 0.789 for commitment. The findings identify competence and commitment as practical priorities while the cross-loading discrepancies limit confidence in discriminant validity. Because the design is cross-sectional, the estimates support associations rather than causal conclusions.]]>
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