<![CDATA[This study examines whether work motivation mediates the relationships between compensation, work environment, and employee performance at the Cultural Preservation Center (Balai Pelestarian Kebudayaan [BPK]) of North Maluku Province. A quantitative cross-sectional census survey was administered to all 50 active civil servants, comprising both permanent civil servants (PNS) and government employees with work agreements (PPPK). Data were collected using a five-point Likert-scale questionnaire and analyzed through partial least squares structural equation modeling (PLS-SEM) in SmartPLS 4. Compensation was positively associated with work motivation (β = 0.583, p < 0.001) but had no significant direct association with employee performance (β = -0.018, p = 0.455). The work environment was positively associated with employee performance (β = 0.424, p = 0.001) but not with work motivation (β = -0.024, p = 0.431). Work motivation was positively associated with employee performance (β = 0.472, p < 0.001). Moreover, work motivation significantly mediated the compensation-performance relationship (indirect effect β = 0.275, p = 0.002), whereas it did not mediate the work environment-performance relationship (β = -0.012, p = 0.433). These findings indicate that compensation and the work environment contribute to performance through distinct motivational and operational pathways.]]>
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