Objectives: This study examines the effects of work-life balance and compensation on civil servants’ self-rated performance, with job satisfaction as a mediator, at the Regional Secretariat of Wonosobo Regency. Methods: A cross-sectional survey of 69 eligible civil servants, purposively selected from a population of 183, was analysed using regression-based path analysis and the Sobel test in IBM SPSS Statistics 26. Research Gap/Novelty: Evidence comes largely from private organizations, and the two practices are rarely compared in one model; this study tests whether they reach performance through distinct mechanisms in a regulated civil-service setting. Results: Work-life balance and compensation were positively associated with job satisfaction; job satisfaction and work-life balance, but not compensation, were directly associated with performance. Job satisfaction showed complementary mediation for work-life balance and indirect-only mediation for compensation. Conclusion: The Secretariat should protect work boundaries, clarify compensation administration, and strengthen supervisory feedback and satisfaction monitoring.
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Rohis et al. (2026) studied this question.
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