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The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan.

The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II).

Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance.

The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

The author was motivated to focus on the palm oil sector because it is essential to the Indonesian economy. He wanted to discover how to improve performance

The author focused on employees of class III-IV who have the authority to manage the natural and HR resources of PTPM XII. He formulated five hypotheses to test on 130 class III to IV employees. His first three hypotheses tested the effect of organizational learning on job satisfaction, organizational commitment and employee’s performance. His fourth and fifth hypotheses tested the effects of job satisfaction and organizational commitment on employees’ performance.

Results revealed how organizational learning has a significant effect on both job satisfaction and organizational commitment at the large state-owned palm oil (CPO) producer. The study also indicated that organizational learning has no effect on employee performance. However, the data also revealed that job satisfaction and organizational commitment have a positive influence on employee performance.

Indonesia is the biggest palm oil producer in the world and the Government wants to improve the state sector’s performance.