<![CDATA[This study examines the relationship between organizational culture, the work environment, and employee performance, while positioning organizational communication as a mechanism to explain these relationships at PT Marugo Rubber Indonesia. The study population consisted of 200 employees, with a sample size of 133 determined using Slovin's formula at a 5% margin of error. Respondents were selected via simple random sampling. A quantitative approach with an explanatory survey design was employed. Empirical data were collected using a five-point Likert scale questionnaire and subsequently analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) via SmartPLS. The results indicate that organizational culture has a positive and significant effect on both employee performance (β=0.371; p<0.001) and organizational communication (β=0.442; p<0.001). The work environment was also found to have a positive and significant effect on employee performance (β=0.522; p<0.001) and organizational communication (β=0.623; p<0.001). Conversely, organizational communication did not exert a significant influence on employee performance (β=0.171; p=0.068). Indirect effects were also insignificant; thus, organizational communication was not proven to mediate the relationship between organizational culture or the work environment and employee performance. An R² value of 0.543 indicates the explanatory power of organizational culture and the work environment regarding variations in organizational communication, while the employee performance model demonstrated an explanatory power of 56.7%.]]>
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