This study aims to determine the effect of motivation and leadership on employee performance at the directorate general of rural area development, determine the effect of motivation and leadership on job satisfaction at the directorate general of rural area development, determine the effect of motivation on employee performance at the directorate general of rural area development, and determine the influence of leadership on employee performance at the directorate general of rural area development, knowing the effect of job satisfaction on employee performance at the directorate general for rural area development, knowing the effect of motivation on employee performance at the directorate general for rural area development through job satisfaction, knowing leadership on employee performance at the directorate general for regional development rural areas through job satisfaction. This research was conducted on employees of the directorate general of rural area development at the ministry of villages, development of disadvantaged areas, and transmigration. The data collection technique used a saturated sample involving 163 civil servants at the directorate general of rural area development and then analysis using path analysis. The results of this study indicate the findings: first, motivation and leadership affect employee performance; both motivation and leadership affect job satisfaction; the three motivations affect employee performance; the fourth leadership affects employee performance; fifth, job satisfaction affects employee performance; the six motivations have a more significant direct influence on employee performance, so it can be said that the job satisfaction variable is not intervening; The seven leaderships have a more significant influence on employee performance, so it can be said that the job satisfaction variable is not intervening.
Transformation of a Policy Area: Development Policy is in a Systemic Crisis and Faces the Challenge of a More Complex System Environment
