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This study aims to determine the relationship of performance improvement through employee empowerment that is influenced by leadership factor and organizational culture in PT PLN Unit Induk Pembangunan(UIP) Jawa Bagian Barat, which move in the field of development project Transmission and Substation network of Banten, DKI Jakarta and West Java provinces . This research used questionnaire method with 47 respondents. The data collected were analyzed by using path analysis, in order to know the relationship between variables. From the results of this study found that leadership has no direct or indirect effect through employee empowerment variables significantly to the performance of PLN UIP JBB employees. This may be due to lack of leadership to communicate well to subordinates vice versa, in terms of solving a problem does not involve subordinates and how to find the best solution, and lack of employees who are experts in each field placement in relation to external parties PLN. Organization culture has a direct influence significantly on employee performance of 0.339, and organizational culture has a significant indirect influence on employee performance through employee empowerment 0.657577. This means that if there is an increase in the quality of organizational culture through employee empowerment then the performance of PLN UIP JBB employees will increase by 0.657577. Employee empowerment can significantly be influenced directly by the organizational culture variable of 0.641. This means that if there is an increase in the quality of organizational culture then the empowerment of PLN UIP JBB employees will increase by 0.641. Employee performance can be affected directly by employee empowerment variable of 0.497. This means that if there is an increase in employee empowerment quality then the performance of PLN UIP JBB employees will increase by 0.497.