<![CDATA[This study examines the mediating role of work-life balance in the relationships between workload, job satisfaction, and job performance among Generation Z employees in the manufacturing industry. A quantitative explanatory approach using a three-wave time-lagged survey was employed, involving 300 employees selected through purposive sampling from manufacturing companies in Tangerang Regency, Banten, Indonesia. Data were analyzed using partial least squares structural equation modeling (PLS-SEM), with job performance assessed through employee self-reports. The findings revealed that higher workload was significantly associated with lower work-life balance, job satisfaction, and job performance. Conversely, work-life balance showed significant positive associations with both employee outcomes. Furthermore, work-life balance significantly mediated the relationships between workload and job satisfaction and between workload and job performance, with indirect effects exceeding the corresponding direct effects in magnitude. These findings provide context-specific evidence consistent with the Job Demands-Resources (JD-R) framework, highlighting perceived work-life balance as an important intervening factor connecting job demands with employee attitudes and self-reported performance. However, the observed mediation represents statistical associations rather than definitive evidence of causal or psychological recovery mechanisms. From a managerial perspective, the findings suggest that manufacturing organizations should consider evaluating workload distribution and employees' perceived ability to accommodate non-work responsibilities alongside employee satisfaction and performance. Overall, the study emphasizes the importance of considering work-life balance within manufacturing workforce management while acknowledging the interpretative limitations of its observational design.]]>
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