Perusahaan ritel seperti Starbucks menghadapi tantangan dalam mempertahankan keterlibatan karyawan, kepuasan kerja, dan lingkungan kerja yang kondusif, terutama dengan perubahan kebijakan yang berdampak pada kinerja karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh Employee Engagement dan Work Environment terhadap Employee Performance, dengan Job Satisfaction sebagai variabel moderasi dan Organizational Commitment sebagai variabel mediasi. Penelitian dilakukan pada karyawan Starbucks District 43 dengan total responden sebanyak 75 orang. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei kuesioner. Teknik analisis data menggunakan SmartPLS untuk menguji pengaruh langsung dan tidak langsung variabel-variabel penelitian. Hasil penelitian menunjukkan bahwa Employee Engagement memiliki pengaruh positif signifikan terhadap Organizational Commitment, tetapi tidak berpengaruh signifikan terhadap Employee Performance. Work Environment tidak berpengaruh signifikan terhadap Organizational Commitment maupun Employee Performance. Namun, Job Satisfaction terbukti memiliki pengaruh signifikan terhadap Employee Performance. Organizational Commitment tidak memediasi hubungan antara Employee Engagement dan Employee Performance, maupun antara Work Environment dan Employee Performance. Demikian pula, Job Satisfaction tidak memoderasi hubungan antara Employee Engagement dan Organizational Commitment, serta Work Environment dan Organizational Commitment. Hasil penelitian ini memberikan wawasan kepada manajemen Starbucks District 43 untuk meningkatkan Employee Performance melalui penguatan Employee Engagement dan Job Satisfaction. Penelitian ini juga merekomendasikan pengembangan kebijakan organisasi yang lebih mendukung kesejahteraan dan kepuasan karyawan untuk meningkatkan keterlibatan dan komitmen. / Retail companies like Starbucks face challenges in maintaining employee engagement, job satisfaction, and a conducive work environment, particularly with policy changes that impact employee performance. This study aims to analyze the influence of Employee Engagement and Work Environment on Employee Performance, with Job Satisfaction as a moderating variable and Organizational Commitment as a mediating variable. The research was conducted on Starbucks District 43 employees, with a total of 75 respondents. This study employed a quantitative approach using a questionnaire survey. Data analysis techniques utilized SmartPLS to examine the direct and indirect effects of the variables. The results showed that Employee Engagement had a significant positive effect on Organizational Commitment but did not significantly affect Employee Performance. Work Environment did not significantly affect either Organizational Commitment or Employee Performance. However, Job Satisfaction was found to have a significant effect on Employee Performance. Organizational Commitment did not mediate the relationships between Employee Engagement and Employee Performance or between Work Environment and Employee Performance. Similarly, Job Satisfaction did not moderate the relationships between Employee Engagement and Organizational Commitment or Work Environment and Organizational Commitment. The findings provide insights for Starbucks District 43 management to enhance Employee Performance by strengthening Employee Engagement and Job Satisfaction. This study also recommends the development of organizational policies that better support employee well-being and satisfaction to enhance engagement and commitment.