<![CDATA[Introduction: Employee performance significantly influences the efficiency of public service delivery and organizational performance in the public sector. Using organizational culture as a mediating variable, this study examines how work discipline, employee competency, leadership, and work environment affect employee performance in the Tegal Regency Government.Methods: The design used was quantitative explanatory. A five-point Likert-scale questionnaire was used to gather data from 190 government servants. The results were calculated using the Slovin formula from a population of 1,300 workers, and Structural Equation Modeling with Partial Least Squares (SEM-PLS) in SmartPLS 4 was used for analysis.Results: Employee competence has a substantial and statistically significant negative effect on employee performance, whereas leadership has a significant positive effect (path coefficients, t-statistics, and p-values are reported in the Results section). Work discipline and work environment do not have a significant effect on employee performance. All four exogenous variables (work discipline, employee competence, leadership, and work environment) have a significant effect on organizational culture, although work environment and leadership show a negative direction of influence. Organizational culture does not have a significant effect on employee performance and does not mediate the effect of the four exogenous variables on employee performance.Conclusion: These findings indicate that employee performance in the public sector is determined more by effective leadership and well-targeted competence management, while organizational culture remains largely normative and has not yet functioned as a transformational mechanism linking managerial factors to performance. Keywords: Work Discipline, Competence, Leadership, and Work Environment, Employee Performance Through Organizational Culture]]>
