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Research on organizational climate and motivation on employee's performance has been done for many times. Some of the result has given the difference result and made a gap research for this topic. This study was done by entering job satisfaction variable as an intervening variable between independent variable of organizational climate and motivation and dependent variable of employee's performance. The purpose of the study is to know the impact of organizational climate and motivation on employee's performance within and without intervening variable of satisfaction. The study was taken place at The Agricultural Bureau of Semarang City. Sample of the study is taken from all of the employees of the Bureau, which are 117 employees. Questionnaires were used to obtain data which consisting of organizational climate, motivation, job satisfaction and employee's performance. Exploration if dimension of each variable is based on any previous researches with modification to fit the location where the research taken place. Study of literature obtained any support about the impact of organizational climate and motivation on employee's performance. Previous research also shows the difference about the function of job satisfaction as an intervening variable. Analysis of Structural Equation Modeling (SEM) was applied to prove the hypothesis of the impacts of organizational climate on motivation, job satisfaction and employee's performance, the impact of motivation on job satisfaction and employee's performance and the impact of job satisfaction on employee's performance. The result of this study shows that organizational climate impacts positively on motivation. Organizational climate also impact positively on job satisfaction and employee's performance. The other side, it shows that motivation impact positively on job satisfaction and employee's performance. It also shows that job satisfaction impact positively on employee's performance. These results give support to any theories and studies that have done before. This study also show that job satisfaction is not enough strong as an intervening variable. Penelitian mengenai iklim organisasi dan motivasi terhadap kinerja pegawai maupun kepuasan kerja sudah banyak dilakukan. Beberapa basil dari penelitian sebelumnya memberikan basil yang berbeda dan memberikan gap research pada beberapa penelitian. Penelitian dilakukan dengan memasukkan variabel kepuasan kerja yang dimungkinkan merupakan satu variabel yang besar sebagai variabel perantara antara iklim organisasi dan motivai terhadap kinerja pegawai. Penelitian ini bertujuan untuk mengetahui iklim organisasi dan motivasi terhadap kinerja pegawai dengan dan tanpa variabel perantara kepuasan kerja. Penelitian dilakukan pada Dinas Pertanian Kota Semarang. Penelitian ini menggunakan sampel sebanyak 117 pegawai pada Dinas Pertanian Kota Semarang. Instrumen kuesioner digunakan dalam mendapatkan data mengenai iklim organisasi, motivasi, kepuasan kerja dan kinerja pegawai. Eksplorasi dimensi-dimensi dari masing-masing variabel didasarkan pada beberapa penelitian sebelumnya dengan modifikasi penyesuaian terhadap lokasi penelitian. Beberapa telaah pustaka diperoleh mendukung adanya pengaruh variabel iklim organisasi dan motivasi terhadap kinerja pegawai. Selain itu beberapa teori dan penelitian terdahulu juga memperoleh beberapa hasil yang berbeda akan berfungsinya kepuasan kerja sebagai variabel intervening. Analisis SEM digunakan untuk membuktikan hipotesis adanya pengaruh iklim organisasi terhadap motivasi, kepuasan kerja dan kinerja pegawai dan pengaruh kepuasan kerja terhadap kinerja pegawai. Hasil penelitian mendapatkan bahwa iklim organisasi berpengaruh positif terhadap motivasi pegawai. Diperoleh bahwa iklim organisasi juga berpengaruh positif terhadap kepuasan kerja dan kinerja pegawai. Di sisi lain ditunjukkan pula bahwa motivasi berpengaruh positif terhadap kepuasan kerja dan kinerja pegawai. Demikian pula diperoleh bahwa kepuasan kerja berpengaruh positif terhadap kinerja pegawai. Hasil penelitian ini memberikan dukungan terhadap teori dan hasil penelitian sebelumnya. Hasil ini juga menunjukkan kurang kuatnya variabel kepuasan kerja sebagai variabel intervening.
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