The Impact Of Work Environment And Organizational Culture On Employee Performance Through Work Stress As An Intervening Variable In Pt Trans Pacific Petrochemical Indotama At Tuban Qotrunnada Salsabila Munawaroh 1 , Trias Setiawati 2 18311330@students.uii.ac.id 1 , trias.setiawati@uii.ac.id 2 Islamic University of Indonesia Abstract. The title of this study is the impact of work environment and organizational culture on employee performance through work stress as an intervening variable in PT Trans Pacific Petrochemical Indotama at Tuban. The goals of this study isto determine the impact of work stress mediation in the relationship between work environment and organizational culture on employee performance. This study is performed quantitatively, with questionnaires as data collection methods. The population is 400 employees. Research samples used as many as 55 employees. Therefore, sampling uses the quota sampling method. Methods of research analysis using t-Test, F-Test, simple and multiple linear regression analysis as well as pathway analysis. The result showed that work environments were positively and not significantly impacted by employee performance, organizational cultures were positively and significantly impacted by employee performance and work stress. There’s no significant effect of work stress on the relat ionship by work environment and organizational culture on employee performance. Keywords: Employee Performance, Organizational Culture, Work Environment, Work Stress 1 Introduction Employee performance is a measuring tool used to measure the quality of individual performance and company performance. Employee performance is define as an employee's action in contributing to the company [22]. The high and low quality of employee performance is influenced by various internal and external aspects of the company. These aspects can manifest as work stress, which is caused by feelings of pressure and burden in doing the tasks assigned by the company. Work stress is defined as the emergence of a sense of pressure in while performing any work activity [21]. Furthermore, a work environment is a location provided by the company for the performance of work activities. The work environment is divided into two parts: the physical work environment and a non-physical work environment [39]. Organizational culture is a culture that is believed by the organization and its members to achieve organizational goals. Organizational culture is a system in the form of values, beliefs, and assumptions that characterize an organization [33]. 2 Literature Review 2.1 Employee performance Performance is an action taken by an employee in his contribution to the company or organization. These contributions include timeliness, quantity, quality, attendance, work efficiency, interpersonal impact, ability to work in teams, and work results [22]. Performance is define as a systematic process of improving organizational performance by developing employee performance. Performance is intergrated into all management activities and contributes to the achievement of cultural change [5]. 2.2 Work environment The work environment is an important aspect that the company must consider in order to support optimal employee performance during work. The work environment is divided into two, namely the physical and non- physical work environment [39]. The physical work environment is related to the tasks assigned by the company as well as the working condition. The non-physical work environment is related to the relationship between the workforce and leadership. 2.3 Organizational culture A Organizational culture serves as guide in the form of values and beliefs in carrying out business activities. Organizational culture is a system in the form of values, beliefs, and assumptions that characterize an organization [33]. 2.4 Work Stress Stress is a psychological process due to pressure from the surrounding environment [33]. Stress can have a negative or positive impact. Stress in a positive context can help increase oxygen to the body so that stress can ICBAE 2022, August 10-11, Purwokerto, Indonesia Copyright © 2022 EAI DOI 10.4108/eai.10-8-2022.2320806