| The background of this research aimed to examine the relationship between organizational culture, leadership behavior and job satisfaction at PT PP London Sumatra Indonesia Tbk. In order to test these variables, the researcher utilized data obtained from both primary and secondary sources, whereas data collection was done through conducting interviews as well as distributing questionnaires. The questionnaires were distributed to 300 staff employees in PT PP London Sumatra Indonesia Tbk, located at the Headquarter, branch offices, as well plantations throughout various estates in Sumatra, Java, Kalimantan, and Sulawesi. The research sampling technique used was non probability sampling with accidental sampling technique. Structural Equation Modelling (SEM) was used to explain the interconnection between variables examined, namely organizational culture, leadership behavior and job satisfaction. The result of the research showed that organizational culture played a vital role in an organization. It was found that organizational culture had significantly positive relationship with leadership behavior with a correlation coefficient of 0.824 and t-value of 10.380 at 95% confidence level, and that leadership behavior had significantly positive relationship with job satisfaction wih a correlation coefficient of 0.309 and t-value of 4.049 at 95% confidence level. Also, the result showed that organizational culture significantly had positive relationship with job satisfaction with a correlation coefficient of 0.254 and t-value of 3.08 at 95% confidence level. A strong culture may create a healthy and pleasant work environment. In communicating and promoting the organizational ethics to the employees, their sense of acknowledgement and acceptance can affect their work behavior and attitude. If the interaction between a superior and his/her subordinates is well-developed, then this can provide a greater contribution toward team communication and cooperation, which in turn would support the achievement of mission and goal commissioned by the organization, thus resulting in an improved work satisfaction. |