<![CDATA[Employee performance is a key factor in determining organizational success, particularly in industrial companies that require high levels of effectiveness, accuracy, and productivity. However, in practice, employee performance is often influenced by less conducive working conditions and the application of suboptimal leadership styles. Therefore, this study is important to empirically examine the effect of the work environment and leadership style on employee performance. The objectives of this study are to analyze and explain the effect of the work environment on employee performance, the effect of leadership style on employee performance, and the simultaneous effect of the work environment and leadership style on employee performance at PT Japfa Comfeed Indonesia, Makassar Unit. This study employs a quantitative approach with an associative research design. Data were collected through the distribution of questionnaires to employees as respondents, while data analysis was conducted using multiple linear regression, complemented by partial tests (t-test) and a simultaneous test (F-test). The results indicate that the work environment has a positive and significant effect on employee performance (t = 7.786; p < 0.05), leadership style has a positive and significant effect on employee performance (t = 5.526; p < 0.05), and the work environment and leadership style simultaneously have a significant effect on employee performance (F = 271.605; p < 0.05), with the model explaining 75.7% of the variance in employee performance. These findings contribute to strengthening the understanding that employee performance is shaped by the integration of situational factors in the form of the work environment and managerial factors in the form of leadership style. The conclusion of this study emphasizes that improving employee performance requires continuous improvement of working conditions as well as strengthening the quality of leadership at the unit level. Future studies are recommended to include other variables such as motivation, job satisfaction, and work discipline to enrich the explanatory model of employee performance]]>
