The research aimed to determine the level of work culture at the Laguna Traffic Management Office (LTMO) in relation to employee job satisfaction. The main variables included work culture dimensions such as organizational values (integrity, accountability, professionalism), communication climate (openness, feedback mechanisms, accessibility to supervisors), and organizational policies (performance evaluation, fairness of rules), alongside demographic profiles (sex, length of service, position) as independent variables, and job satisfaction aspects (rewards and recognition, personal and professional growth, sense of achievement, salary and compensation, job security) as the dependent variable. The study was conducted at the LTMO in Santa Cruz, Laguna, Philippines, involving full-time employees with at least six months of service, during November 2025. The research answered the following: the demographic profile of respondents in terms of sex, length of service, and position; the level of work culture at LTMO in terms of organizational values, communication climate, and organizational policies; the level of personnel job satisfaction in terms of rewards and recognition, personal and professional growth, sense of achievement, salary and compensation, and job security; there is a significant relationship between LTMO's work culture and job satisfaction with respect to demographic profiles; and a plan of action can be proposed based on the study results. The hypothesis stated there is no significant relationship between work culture and job satisfaction, which was tested and rejected. Statistical treatments included frequencies and percentages for demographics, weighted means and standard deviations for levels, Pearson correlation coefficients (with Spearman rho if needed), independent samples t-tests, one-way ANOVA with Scheffe post-hoc, multiple linear regression, and Cronbach's alpha for reliability, all at 0.05 significance level.          This study utilized a descriptive quantitative correlational design to observe and describe phenomena without manipulation, capturing cross-sectional data on current conditions. The subjects were permanent and casual full-time personnel at LTMO, selected via stratified random sampling from categories like enforcers, supervisors, and admin staff, targeting around 109 respondents (actual N=75) for proportional representation at 95% confidence and 5% margin of error. The general procedure involved securing permissions, informing participants of confidentiality, administering a validated researcher-made Likert-scale questionnaire (covering work culture and job satisfaction aspects) via in-person or online methods, compiling data, and performing analysis. The instrument underwent expert review, pilot testing, and reliability checks. A significant positive relationship existed between work culture dimensions and job satisfaction, as correlation coefficients showed strong associations (e.g., feedback mechanisms and performance evaluations, accessibility and rewards). Demographic factors had minimal influence, with only a weak negative correlation for gender on overall satisfaction and growth opportunities, while age showed no significant ties. Thus, the result has shown that LTMO exhibits a positive work culture that significantly enhances employee job satisfaction, transcending demographic differences. The performance evaluation system is clear and fair, rules are transparent and merit-based, good performance is recognized to motivate harder work, development plans support growth, employees take pride in contributions, pay aligns with performance, and jobs are secure through protections and mechanisms. These findings support targeted interventions to sustain this positive environment in public traffic management.