<![CDATA[Abstract. This study aims to analyze and empirically prove the effect of workload, job stress, job satisfaction, and work motivation on employee performance. Fluctuations in annual production outputs and high work pressure identified in pre-survey data form the background of this research. The theoretical foundation relies on the Job Demands-Resources (JD-R) Theory and Maslow's Hierarchy of Needs Theory. This research adopts a quantitative approach with a causal research design. The population comprises all 80 employees. Sampling was conducted using a saturated sampling technique (census), resulting in a sample size of 80 respondents. Data were collected using a 5-point Likert scale questionnaire. Data analysis was executed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) via SmartPLS 4 software, consisting of outer model evaluation (validity and reliability tests) and inner model evaluation (hypothesis testing). The outer model results confirm that all indicators satisfy the criteria for convergent validity (outer loading > 0.70; AVE > 0.50), discriminant validity, and reliability (Cronbach's Alpha & Composite Reliability > 0.70). The hypothesis testing (inner model) reveals that: (1) Workload significantly affects employee performance; (2) Job stress significantly affects employee performance; (3) Job satisfaction significantly affects employee performance; and (4) Work motivation significantly affects employee performance. Keywords: Workload, Job Stress, Job Satisfaction, Work Motivation, Employee Performance.]]>
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