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This study aims to test and analyze the effect of organizational learning, job satisfaction on employee performance by involving organizational commitment as a mediator variable. This study used primary data from questionnaire processing which was disseminated with responses from 197 respondents. Data from the questionnaire was then analyzed using SEM-PLS with the help of WarpPLS 7.0 software. The sampling technique used is purposive sampling. The results of the study provide empirical evidence that organizational learning does not have a significant effect on employee performance but has a significant effect on organizational commitment, and job satisfaction has a significant effect on employee performance and jobsatisfaction has a significant effect on commitment. Organizational commitment has a significant effect on employee performance and organizational commitment does not mediate the relationship between organizational learning and employee performance. Organizational commitment mediates the relationship between job satisfaction and employee performance. Factors such as wage levels, career openness, career fairness, promotion opportunities, teamwork, leadership trust and good working relationships in the company environment are proven to be the constituents of excellent job satisfaction variables that have an impact on improving employee performance. [ABSTRACT FROM AUTHOR]