In accordance with the theory introduced by Schultz (1961), namely human capital theory, this study focuses on the importance of human resources. This theory assumes that individual skills, knowledge, and health are valuable assets that can be improved through investment, such as education and training. This investment will ultimately impact the productivity of individuals and society as a whole in a positive manner, both in the professional realm and in everyday life (Submitter et al., 2022) .

According to Ongkorahardjo (2008) in Yuniarsih et al., (2022) Human capital refers to the combination of skills, knowledge, creativity, as well as abilities that individuals possess for carrying out their duties, so that they can produce values that contribute to the accomplishment of certain goals. According to Yuniarsih et al., (2022) human capital functions as a system in an organization to improve, develop the performance of an employee through increasing their intellectual, knowledge, abilities, and experience so that the output produced by an organization can have value and quality.

As described by Pawerangi et al., (2023), performance is the outcome of a certain work process planned at the time and place of the employees and the organization involved. Whereas Septiani et al., (2023) explained employee performance as a process that refers to and is measured over a certain duration based on previously determined provisions and agreements. According to Hadi & Kirana (2024) performance is the achievement of an employee's work results in carrying out the tasks that are their responsibility, both in terms of quantity and quality. As explained by Safitri & Kasmari (2022) , employee performance is the level of achievement or overall results obtained by an employee during a certain period of time in carrying out their duties, which are then compared with several benchmarks, like targets, work standards, criteria that have been previously set and mutually approved.

According to Priyatno & Yuliana (2025) Job satisfaction is an individual's attitude regarding their work, which is influenced by various factors related to how much and how the work is done by the individual. Meanwhile, Hastuti et al., (2025) described job satisfaction as a positive emotional feeling and reflects a person's love for their work. In general, job satisfaction is subjective because every individual has different levels of satisfaction, which depends on personal values.

As defined by Riantika et al., (2024) , work-life balance is how satisfied an individual is with the balance between personal and work life. Work-life balance is the foundation for human capital development. Stress arising from the inability to balance various life demands can drain an individual's energy and focus, thereby inhibiting the growth of skills and knowledge. Work-life balance in general is the balance between a person's work life that is involved in a satisfied and balanced way in carrying out the roles between life and work. Work-life balance is the level of how balanced an individual is seen to be satisfied with work and roles in personal life (Tiara et al., 2024). As stated by Pratiwi et.al., (2020), work-life balance is the capability of an individual in managing the balance of two lives, namely personal life and professional life.

Wahyudi & Nofirda (2024) define compensation as a reciprocity that the company gives to employees for their services in fulfilling the tasks, obligations or responsibilities given to them to achieve the company's goals. According to Nugroho & Kunartinah (2022) , compensation is not only about money, but also a form of social recognition of individual contributions. From the perspective of human capital theory by Schultz (1961), competitive and fair compensation can increase employee motivation to develop themselves and contribute more to the company. In other words, compensation is an investment that can increase human capital value in an organization.

Work-life balance plays a role that is very important in improving employee performance. Organizations that implement flexible work policies, provide adequate rest time, and support employee well-being tend to produce a more loyal, productive, and creative workforce. Conversely, if the aspect of work-life balance is ignored, this can reduce productivity, job satisfaction, and employee well-being, which ultimately impacts performance in a negative manner (Mutiara et al., 2025) . Aligning with the research carried out by Prasetyo & Achmad (2025) , Lukmiati (2020) , Putri & Frianto (2023) and Pratiwi & Fatoni (2023) which states that work-life balance positively and significantly affects performance.

H1: Work-life Balance has a significant positive effect on Performance.

Compensation directly impacts employee performance. When compensation is given fairly and appropriately, it can encourage increased loyalty, work motivation, as well as employee commitment to the organization. Conversely, an inadequate compensation system can lead to dissatisfaction, which can ultimately lead to decreased performance (Ndruru, 2024) . Aligning with research carried out by Noratta et al., (2022) , Mirdan (2021) , Handoko et al., (2021) , Ekhsan & Septian (2021) and Abdurokhim (2020) which stated that compensation positively and significantly affects performance.

H2: Compensation has a positive and significant effect on performance.

Work-life balance reflects an employee's capability in balancing work demands with personal needs and family responsibilities. Companies play an important role in shaping a work environment that encourages this balance in order to increase employee job satisfaction (Wahyudin et al., 2025) . In addition, according to Tiara & Nurul (2024) , the more effective work-life balance implementation is in an organization, the higher the level of job satisfaction felt by employees. Aligning with research by Jamilah et al., (2024) , Aliya & Saragih (2020) , Pratama et al., (2024), and Dalila & Hadi (2024) which showed similar findings, which is work-life balance positively affects employee job satisfaction. H3: Work-Life Balance has a positive and significant effect on Job Satisfaction.

Compensation plays a crucial part in encouraging employees to work optimally. Providing timely compensation can enhance employee satisfaction, because it leads to employees feeling that their rights have been fulfilled by the company (Waruwu et al., 2025) . Employee dissatisfaction with the compensation received can have a negative impact that is detrimental to the Company (Dwiwarman, 2024) . Aligning with research carried out by Azhar et al., (2020) , Puspitawati & Atmaja (2020) , Hakim & Muhdi (2020), and Hasyim (2020) which states that Compensation positively and significantly affects Performance.

H4: Compensation has a positive and significant effect on Job Satisfaction.

Employees who feel satisfaction regarding their works will be more enthusiastic, motivated, as well as responsible in completing tasks (Suryawan & Salsabilla, 2022) . Employees tend to work better and demonstrate a positive attitude towards coworkers and the company. In addition, job satisfaction makes employees more focused, creative, and loyal, so that their performance increases (Augustine et al., 2022). Aligning with research carried out by Nurrohmat & Lestari (2021), Fajri et al., (2022), Paparang et al., (2021) and Fauziek & Yanuar (2021) which states that Job Satisfaction positively and significantly affect Performance.

H5: Job Satisfaction has a positive and significant effect on Performance

Work-life balance plays a part that is important in creating a balance between the demands of work and employees' personal lives. When employees are able to balance the two well, they often feel more content with their work (Asari, 2022) . Job satisfaction then impacts the increase in employee performance, both in terms of productivity, responsibility, as well as loyalty to the company. Thus, job satisfaction functions as a mediating variable that bridges the influence of work-life balance on performance (Supriyanto, 2023). Aligning with research carried out by Rozi & Puspitasari (2021) , Pratiwi & Fatoni (2023) and Irwandi & Sanjaya (2022) which states that there is an influence of work-life balance on performance through job satisfaction.

H6: Work-Life Balance influences Performance through Job Satisfaction

When compensation is given fairly and on time, employees will feel appreciated and their needs met, so that there is an increase in the level of job satisfaction (Hidayat, 2021). This high job satisfaction then positively impacts employee performance, because employees are motivated to work better and more productively. Thus, job satisfaction acts as a mediator that connects the effect of compensation on performance (Fauzan, 2022). Aligning with research carried out by Mulyaningtyas & Soliha (2023) , Talashina & Ngatno (2020) , and Govinda & Mujiati (2022) which states that compensation influences performance through job satisfaction.

H7: Compensation affects Performance through Job Satisfaction

Referring to the hypothesis calculation results, First show that work-life balance has a positive and significant effect on the performance of nurses at Cilacap Regional Hospital. This shows that the better the balance between work-life Work And life personal possessed by nurses, the higher the level of performance they demonstrate in operate his duties (Pratiwi & Fatoni, 2023).

individuals are valuable assets (human capital) that have economic value based on their skills, knowledge, and health. Work-life balance is one factor that supports quality. capital man, especially in welfare matters physique and psychological (Muzakki, 2020).

According to Ismanto et al., (2024) with the creation of work life balance, nurse can maintain mental health, reduce stress levels, and increase life satisfaction. This contributes directly to increasing the capacity of nurses as productive human capital. When nurses feel that their personal lives are not disturbed by work pressure, nurses tend to be more focused, motivated, and able to carry out their responsibilities optimally (Muliawati, 2020).

This finding is back by the research of Prasetyo & Achmad (2025), Lukmiati (2020), Putri & Frianto (2023) and Pratiwi & Fatoni (2023) which states that performance is positively and significantly affected by work-life balance.

Referring to the calculation results of the second hypothesis, it shows that compensation does not affect nurses’ performance at Cilacap Regional Hospital. This means that the level of compensation received by nurses, both in financial and non-financial forms, does not directly affect the level of performance.

of human capital is not only determined by reward financial, but as well as by other aspects such as work ethic, dedication, experience, and intrinsic motivation. In theory This, individual is organizational assets that have value because of their competence, no solely because of the external awards received (Muliawati, 2020).

This finding is backed by the research of Yani (2022) and Wijaya & Laily (2021) mention compensation does not affect performance.

The calculation results of the third hypothesis show that work-life balance does not influence job satisfaction. This finding indicates that the balance between work life and personal life is not the main factor determining the level of nurses' job satisfaction (Nurjayati et al., 2024).

creating job satisfaction, especially in service fields such as nursing which have a high workload (Azdanal et al., 2021). However, at the RSUD Cilacap, possibility there is other factors that are more dominant in influencing job satisfaction, such as the work environment, relationships between colleagues, superior leadership style, job stability, or non-material rewards.

This finding is supported by Human Capital Theory, in which it is stated that job satisfaction does not only depend on the condition of life balance, but more on How organization manage and maximize the potential and needs of individuals as productive assets (Submitter et al., 2022). This theory states that man as Organizational capital has a value that continues to grow if it is managed well, not only from the aspect of life balance, but also from the aspect of support and development. career, And recognition of contribution Work (Submitter et et al., 2022).

This finding is backed by the research of Endeka et al., (2020) and Maharani et al., (2023) which states that work life balance shows no effect on performance.

Referring to the calculation results of the fourth hypothesis, it indicates that compensation positively and significantly affects Job Satisfaction in nurses in HOSPITAL Cilacap. It means, the better and fairer the compensation given by the hospital, the more high-level satisfaction Work Which felt by nurse.

According to Aprinawati et al., (2021), adequate compensation provides a sense of appreciation, increases motivation, and fosters loyalty to the organization. For the nursing profession which has demands physique and emotional high, compensation becomes a form of real appreciation for their contribution and sacrifice in providing health services (Nggode et al., 2024).

important assets in organizations that need to be maintained and developed. Compensation that adequate is form the organization's investment in its human capital. When organization give reward appropriate to workload, experience and responsibilities, so individual feel that their existence is appreciated, which ultimately impacts the increase in job satisfaction (Submitter et al., 2022).

This finding is in line with research conducted by Azhar et al., (2020), Puspitawati & Atmaja (2020), Hakim & Muhdi (2020), and Hasyim (2020) which states that compensation has a positive and significant effect. on Performance.

Referring to the calculation results of the fifth hypothesis, it indicates that job satisfaction positively and significantly affects the performance of nurses at Cilacap Regional Hospital. This is an indication that the higher the level of job satisfaction, the higher the level of job satisfaction. satisfaction Work Which felt by nurses, the better the performance. they show in carry out his duties.

According to Rahmawati & Irwana, (2020) individuals who feel content with their jobs are more likely to have higher motivation, stronger loyalty, as well as better work spirit. In nursing, job satisfaction is very important because this job requires empathy, precision, and responsiveness in responding to patient needs (Putriana, 2023),

workforce performance is not only determined by skills and knowledge, but also by psychological conditions. and emotional that individuals have as part of human capital. Job satisfaction is an indicator of psychological well-being that reflects the extent to which an organization succeeds in meeting intrinsic and extrinsic needs. employee (Submitter et et al., 2022).

This finding is backed by the research of Nurrohmat & Sustainable (2021), Fajri et al., (2022), Paparang et al., (2021) and Fauziek & Yanuar (2021) who stated Performance is posively and significantly affected by Job Satisfaction.

Referring to the results of the hypothesis calculation sixth show that work-life balance affects performance through job satisfaction in nurses at Cilacap Regional Hospital. This means that job satisfaction acts as a mediating variable that bridges the influence of work-life balance on performance. In other words, work-life

balance does not directly improve performance, but will more formerly increase satisfaction Work, which then positively impacts performance (Asari, 2022).

According to Rahmawati & Irwana (2020), nurses who feel that their lives are balanced between work and personal life tend to experience higher job satisfaction. This feeling of satisfaction then pushes Spirit, commitment, and more optimal work performance. This finding is supported by Human Capital Theory, in which it is stated that humans are viewed as organizational assets that have strategic value. Job satisfaction is an element that is important in improving the quality of human capital, because it is closely related to psychological conditions that support productivity. Work-life balance supports the maintenance of well-being m e n t a l l y a n d p h y s i q u e , w h i c h strengthens quality source Power human from the soft capital side (motivation, satisfaction, engagement) (Submitter et al., 2022).

This finding is backed by the research of The Puspitary (2020), Pratiwi & Fatoni (2023) and Irwandi & Sanjaya (2022) who stated that there was an influence work life balance to performance through job satisfaction.

Referring to the calculation results of the seventh hypothesis, it shows that compensation affects performance through job satisfaction in nurses at Cilacap Regional Hospital. This means that job satisfaction acts as a mediating variable that bridges the relationship between compensation and performance. In this case, the compensation given not only directly impacts the performance, but also in an indirect way through increased job satisfaction (Hidayat et al., 2020).

that compensation is a form of organizational investment in its human capital. This theory views employees, in this case nurses, as assets that have high economic value and productivity. If managed with Good. Appropriate compensation serves as an incentive that strengthens motivation and job satisfaction, which in turn improves performance quality (Submitter et al., 2022). This finding is backed by the research of Mulyaningtyas & Soliha (2023),

Talashina & Ngatno (2020), and Govinda & Mujiati, (2022) which states that compensation affects performance through job satisfaction.