Job satisfaction is a person's perspective both positive and negative about their work. The purpose of the study was to examine the effect of the non-physical work environment on intrinsic motivation and job satisfaction of PT. Wibisana Marine Adventure. 48 people used as samples, with saturated sampling method. Data collected through interviews and questionnaires and analyzed using Path analysis. The results of this study found that the non-physical work environment had a positive and significant effect on intrinsic motivation. Non-physical work environment has a positive and significant effect on employee job satisfaction. Intrinsic motivation has a positive and significant effect on employee job satisfaction. The implication of the results of this study is that when the non-physical work environment obtained by employees increases intrinsic motivation, the intrinsic motivation felt by employees becomes stronger so that it has the potential to increase job satisfaction. Keywords: non physical work environment, intrinsic motivation, job satisfaction

This study aims to determine the effect of work-family conflict on employee performance, the effect of work-family conflict on employee motivation, the effect of motivation on employee performance, and the role of motivation in mediating the effect of work-family conflict on employee performance. The research was conducted at PT. BPR Sukawati Pancakanti with a sample of 83 people. Determination of the sample using saturated sampling. Data were analyzed using Structural Equation Modeling (SEM) with Partial Least Square (PLS) approach. The results show that work-family conflict has a negative and significant effect on employee performance, work-family conflict has a negative and significant effect on motivation, motivation has a positive and significant effect on employee performance, motivation is able to mediate competitively (competitive partial mediation). on the indirect effect of work-family conflict on employee performance. These results illustrate that to improve employee performance, the leadership of BPR Kanti must reduce work-family conflict, because low work-family conflict will be able to increase employee motivation in their work so that employee performance will increase both in quantity, quality, punctuality, attendance. employees, and employee cooperation.