<![CDATA[Organizational success is based on organizational performance which largely depends on the performance of every employee in the company. Employees with good performance are needed to achieve organizational goals in a competitive advantage. This research has an effect on organizational communication and physical work environment on employee performance with job satisfaction being the intervention variable. Data on organizational communication, physical work environment, job satisfaction, and performance were obtained through the results of distributing questionnaires to respondents. The data obtained were then analyzed using Partial Least Squares (PLS). The results of statistical tests show (1) organizational communication has a significant positive effect on job satisfaction with a path coefficient of 0.299 and T-Stats of 3.473, (2) physical work environment has a significant positive effect on job satisfaction with a path coefficient of 0.269 and T-Stat of 3.473 (3) organizational communication proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.473, (4) the physical work environment proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.465, (5) Job satisfaction is proven to have a significant positive effect on employee performance with a path coefficient of 0.336 and T Stats of 5.295, (6) organizational communication has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that organizational communication is able to directly influence employee performance with or without job satisfaction as an intervening variable and (7) physical work environment has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that the physical work environment is able to directly affect employee performance with or without job satisfaction as an intervening variable.]]>
