<![CDATA[This study aims to analyze the influence of Transformational Leadership and Organizational Culture on Employee Performance at the Department of Education and Culture of Bulungan Regency, both partially and simultaneously. This study employed a quantitative approach using a causal associative research method. The population consisted of 83 employees, all of whom were selected as respondents using the saturated sampling (census) technique. Data were collected through questionnaires that had met the validity and reliability requirements. Data analysis was conducted using multiple linear regression with the assistance of SPSS software, including classical assumption tests, partial (t-test), simultaneous (F-test), and coefficient of determination (Adjusted R Square) analyses. The results indicate that Transformational Leadership has a significant negative effect on Employee Performance. This finding suggests that the implementation of transformational leadership has not been fully accompanied by employees' readiness to adapt to organizational change, thereby potentially leading to change fatigue. In contrast, Organizational Culture has a positive and significant effect on Employee Performance) and emerges as the most dominant variable. Simultaneously, Transformational Leadership and Organizational Culture have a significant effect on Employee Performance. This study concludes that strengthening organizational culture and implementing transformational leadership in accordance with bureaucratic characteristics are essential strategies for improving employee performance in a sustainable manner.]]>
