<![CDATA[Civil servant performance is a key determinant of public service effectiveness. However, improving performance cannot rely solely on administrative policies; it also requires organizational support and the strengthening of employees’ psychological conditions. This study aims to examine the effects of career development and performance allowances on employee performance, with work motivation and job satisfaction positioned as mediating variables among civil servants in the Regional Government of North Sumatra Province. The study employed a quantitative approach with a cross-sectional design. Data were collected from 414 respondents selected through purposive sampling using a five-point Likert-scale questionnaire and were analyzed using SPSS 26 and AMOS through Covariance-Based Structural Equation Modeling (CB-SEM). The findings indicate that career development and performance allowances have positive and significant effects on work motivation and job satisfaction. Furthermore, both psychological variables were found to have positive and significant effects on employee performance. These findings suggest that career development and performance allowances enhance employee performance by strengthening work motivation and job satisfaction. Therefore, improving civil servant performance requires the integration of an objective and structured career development system with a fair, transparent, timely, and performance-based allowance policy.]]>
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