The Effect of Organizational Climate and Quality of Work Life on Employee Performance with Job Satisfaction as an Intervening Variable: A Study at Bappedalitbang, Karo District

This study aims to empirically examine the influence of organizational climate and quality of work life (QWL) on employee performance, with job satisfaction as an intervening variable at the Regional Development Planning, Research, and Development Agency (BAPPEDALITBANG) of Karo Regency. The background of this study is based on the importance of work environment factors and employee welfare in increasing work effectiveness and productivity, especially in government agencies that have a strategic role in regional development planning. This study uses a quantitative approach with a survey method, where primary data is collected by distributing questionnaires to all BAPPEDALITBANG employees. The analytical technique used is path analysis to determine the direct and indirect relationships between variables. The results show that a positive organizational climate can create a supportive work atmosphere, which in turn increases employee job satisfaction. Similarly, a good quality of work life—which includes work-life balance, health insurance, a sense of security, and opportunities for development—contributes significantly to increased job satisfaction. Furthermore, job satisfaction is proven to act as a strong intervening variable, bridging the influence of organizational climate and QWL on improving employee performance. These findings provide practical implications: performance improvement efforts cannot be achieved solely through administrative or structural approaches, but must also consider the psychological aspects and well-being of employees. Therefore, it is crucial for organizational management to continuously create a healthy work climate and improve the quality of work life to achieve optimal and sustainable employee performance.