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Aims: Human resource performance management is essential in supporting the achievement of organizational goals. This study examines the effect of work-life balance and training on work performance, with job satisfaction as a mediating factor and gender as a control variable. This research will provide insight into companies' policies and management of human resources. Study Design: This research is quantitative research using a survey method. The research was conducted at the Indonesian Red Cross (PMI) Banyumas Regency from September to October 2023. Methodology: The population in this study was 180 employees. The sample used was 119 employees, with sample takers using the purposive sampling method. The analytical tool used in this research is Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. An outer model analysis technique was used to test the validity and reliability of the measurements used, followed by an inner model analysis technique to test the relationship between latent constructs and hypothesis testing. Results: This research found that work-life balance and job satisfaction influence performance, but training does not influence performance. This research also found that training affected job satisfaction, but work-life balance did not affect job satisfaction. Even though training does not have a direct effect on performance, if it is mediated by job satisfaction, training will affect performance. In contrast, work-life balance has a direct impact on performance, but job satisfaction is not strong enough to mediate the relationship between work-life balance and performance. Apart from that, this research also found that gender as a control variable did not influence performance.
Assyahidah et al. (Wed,) studied this question.