<![CDATA[Research Aims: High operational performance can coexist with unresolved employee concerns, creating a practical performance paradox. Purpose: This study examines the effects of trade union roles and employee welfare on employee performance, with organizational culture as a mediating variable, in the context of PT PLN (Persero) UP3 Surabaya Barat. Design/Methodology/Approach: This study used a quantitative, cross-sectional design. Data were collected from 83 employees using a five-point Likert-scale questionnaire. Partial Least Squares Structural Equation Modeling (PLS-SEM) was conducted using SmartPLS 3. Research Findings: Trade union roles positively affected organizational culture (β = 0.420, p < 0.001) and employee performance (β = 0.210, p = 0.008). Employee welfare positively affected organizational culture (β = 0.510, p < 0.001) and employee performance (β = 0.290, p = 0.001). Organizational culture positively affected performance (β = 0.580, p < 0.001) and partially mediated the effects of trade union roles (β = 0.244, p < 0.001) and employee welfare (β = 0.296, p < 0.001) on performance. Theoretical Contribution/Originality: This study is the first to integrate trade union roles and employee welfare in one model and identifies organizational culture as the mechanism that converts employment relations inputs into coordinated performance behavior.]]>
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