<![CDATA[This study examines the effect of compensation, incentives, and workload on employee performance, with job satisfaction serving as an intervening variable, at Kapongan Community Health Center Kapongan (Puskesmas Kapongan). A quantitative approach was employed using saturated sampling, involving a total of 35 respondents. Data were analyzed using SmartPLS 3.0, applying convergent validity testing, reliability testing, classical assumption testing, Goodness of Fit (GOF) testing, coefficient of determination testing, structural model (inner model) analysis, and hypothesis testing. The results indicate that compensation has a positive and significant effect on job satisfaction, while incentives and workload have positive and negative effects on job satisfaction, respectively, though neither is statistically significant. Compensation, incentives, and workload each have a positive but insignificant effect on employee performance, and job satisfaction itself has a negative but insignificant effect on employee performance. Furthermore, the indirect effect analysis reveals that compensation has a negative but insignificant effect on employee performance through job satisfaction, incentives have a positive but insignificant effect through job satisfaction, and workload has a negative but insignificant effect through job satisfaction. These findings indicate that job satisfaction does not mediate the relationships between compensation, incentives, and workload on employee performance at Kapongan Community Health Center Kapongan (Puskesmas Kapongan). .]]>
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