<![CDATA[This study aims to examine and analyze the influence of Career Adaptability and Resilience on Employee Performance, both directly and through Work Engagement as a mediating variable at the Makassar Type B Customs and Excise Supervision and Service Office. The study used a quantitative approach with 126 employees as respondents. Data were collected through questionnaires and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method. The results showed that Career Adaptability had a positive but insignificant effect on Employee Performance, so H1 was rejected. Resilience had a positive but insignificant effect on Employee Performance, so H2 was rejected. Work Engagement had a positive and significant effect on Employee Performance, so H3 was accepted. Career Adaptability and Resilience each had a positive and significant effect on Work Engagement, so H4 and H5 were accepted. Furthermore, Work Engagement was proven to positively and significantly mediate the influence of Career Adaptability on Employee Performance and the influence of Resilience on Employee Performance, so H6 and H7 were accepted. Because the direct influence of Career Adaptability and Resilience on Employee Performance is insignificant, while the indirect influence through Work Engagement is significant, Work Engagement acts as a full mediator in both relationships. This finding indicates that Career Adaptability and Resilience are more effective in improving Employee Performance when they are able to encourage the formation of high Work Engagement.]]>
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