<![CDATA[Purpose: Focusing on personnel at PT Sorini Towa Berlian Corporindo, this paper sets out to determine how much Work–Life Balance and Employee Engagement contribute to Employee Productivity, with attention paid to whether Job Satisfaction operates as a channel between them. Design/Methodology/Approach: A quantitative survey design was employed using a structured questionnaire with a five-point Likert scale. The study population consisted of 143 employees, with respondents selected using probability sampling and a simple random sampling technique. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Findings: Work–Life Balance, Employee Engagement, and Job Satisfaction were positively and significantly associated with Employee Productivity. However, Work–Life Balance and Employee Engagement were not significantly associated with Job Satisfaction. Furthermore, Job Satisfaction did not significantly mediate the relationships between Work–Life Balance and Employee Productivity or between Employee Engagement and Employee Productivity. These findings indicate that, within the study context, Work–Life Balance and Employee Engagement were more directly associated with Employee Productivity than through Job Satisfaction. Research Implications: The findings contribute to human resource management research by providing evidence on the relationships among Work–Life Balance, Employee Engagement, Job Satisfaction, and Employee Productivity in a manufacturing context. Practically, organizations may strengthen work–life balance and employee engagement initiatives while continuing to address factors that support job satisfaction. Future research should examine additional variables that may explain Employee Productivity and the conditions under which Job Satisfaction functions as a mediator.]]>
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