<![CDATA[This study aims to analyze the direct and indirect effects of perceived motivation, perceived support, and autonomous motivation on employee task performance in the manufacturing industry, with employee engagement acting as a mediating variable. The research phenomenon is grounded in productivity gaps and workforce capacity issues within the manufacturing sector, which pose a risk of reducing the effectiveness of operational target achievements. Utilizing a quantitative approach with a causal-associative method, data were collected via an online questionnaire (Google Forms) from 135 manufacturing industry employees in the Jakarta and Tangerang regions. Respondents were selected using a purposive sampling technique based on specific criteria: a minimum tenure of 1 year, an age of at least 19 years, and participation in company training at least once. Data were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The hypothesis testing results indicate that, directly, perceived motivation and perceived support have a positive and significant effect on both task performance and employee engagement, while autonomous motivation directly exerts a positive and significant effect on task performance. Furthermore, the mediation analysis confirms that employee engagement significantly mediates the effects of perceived motivation and perceived support on task performance. These findings highlight the importance of strengthening internal training motivation, concrete management support, and operational autonomy to foster employee emotional engagement, ultimately optimizing task performance within the manufacturing industry]]>
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