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"Penelitian ini bertujuan untuk menganalisis pengaruh Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement di PT. Swadharma Griyasatya. Penelitian ini adalah penelitian kuantitatif dengan menggunakan teknis analisis data deskriptif, analisis regresi linear sederhana, dan analisis regresi linear berganda. Penelitian ini menggunakan kuesioner budaya organisasi PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CSQ) Clampitt dan Downs (1977 dan 1993), dan Employee Engagement (Schaufeli et al., 2002). Hasil pengujian hipotesis menunjukkan adanya pengaruh antara Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement. Hal ini berarti karyawan PT. Swadharma Griyasatya memiliki ikatan yang baik pada organisasi dan juga pekerjaan mereka, merasa bangga pada organisasi, memiliki dedikasi yang tinggi kepada organisasi, dan merasa tertarik untuk terlibat dalam kegiatan-kegiatan organisasi.

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This study aims to analyze the influence of Organizational Culture and Organizational Communication on Employee Engagement at PT. Swadharma Griyasatya. This research use quantitative research and technics of data analysis that been used in this research are descriptive, simple linear regression analysis, and multiple linear regression analysis. This study uses an Organizational Culture Questionnaire of PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CsQ) Clampit and Downs (1977 and 1993), and Employee Engagement (Schaufeli et al., 2002). The result of hypothesis tests indicate an influence between Organizational Culture and Organizational Communication on Employee Engagement. This means that employees of PT. Swadharma Griyasatya have good relationship with their organization and their work, feel proud of the organization, high dedication to the organization, and keep to engage in the activities of the organization."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi The Telkomsel Way terhadap employee engagement. Penelitian ini menggunakan sub variabel budaya organisasi sesuai dengan Organizational Culture and Effectiveness dari Daniel R. Denison dan Aneil K. Mishra yang terdiri dari involvement, consistency, adaptability dan mission terhadap sub variabel employee engagement sesuai dengan Utrecht Work Engagement Scale dari Wilmar Scaufeli dan Arnold Baker yaitu vigor, dedication, dan absorption. Pengumpulan data menggunakan kuesioner yang diberikan kepada pegawai PT Telekomunikasi Selular yang berada di kantor pusat. Analisis data menggunakan bantuan SPSS 20 dengan metode General Linier Model (GLM). Hasil penelitian ini menunjukkan bahwa semua sub variabel budaya organisasi secara bersama-sama memiliki pengaruh terhadap sub variabel employee engagement yaitu vigor sebesar 95.5%, dedication sebesar 94.7%, dan absorption sebesar 95.3%. Sub variabel involvement, consistency, dan adaptability masing-masing memiliki pengaruh yang signifikan positif terhadap keseluruhan sub variabel employee engagement. Sedangkan sub variabel mission memiliki pengaruh yang signifikan negatif terhadap keseluruhan sub variabel employee engagement.

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ABSTRACTThe purpose of this research is to find out the influence of organizational culture ?The Telkomsel Way? on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement, The purpose of this research is to find out the influence of organizational culture “The Telkomsel Way” on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement]"

"Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi dan komunikasi terhadap employee engagement di Kementerian Sekretariat Negara. Penelitian ini menggunakan kuesioner budaya organisasi Van den Berg dan Wilderom (2004), Communication Satisfaction Questionnaire (CSQ) (Clampitt dan Downs 1996) untuk mengukur komunikasi, dan employee engagement (Saks, 2006). Metode analisis data yang digunakan dalam penelitian adalah analisis deskriptif dan regresi berganda. Hasil penelitian dari 302 responden menunjukkan tingkat employee engagement pada Kementerian Sekretariat Negara pada kategori tinggi, termasuk pada dimensi job engagement dan organization engagement. Hal ini berarti pegawai Kementerian Sekretariat Negara memiliki ikatan baik pada organisasi maupun pekerjaan mereka, merasa bangga pada organisasi, berdedikasi, serta tertarik untuk terlibat dalam kegiatan-kegiatan organisasi. Secara umum, budaya organisasi dan komunikasi berpengaruh terhadap employee engagement sebesar 38,6%. Secara lebih spesifik, improvement orientation (dimensi budaya) dan horizontal and informal communication (dimensi komunikasi) memiliki pengaruh signifikan terhadap job engagement. Dan dimensi komunikasi berupa supervisory communication, personal feedback dan horizontal and informal communication memiliki pengaruh signifikan terhadap organization engagement. employee Saran bagi organisasi adalah organisasi perlu memikirkan kembali bagaimana cara dan bentuk penghargaan yang akan diberikan kepada pegawai atas kinerja dan prestasinya.

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This study aims to determine the influence of organizational culture and communication on employee engagement in the Ministry of State Secretariat. This study using Van den Berg and Wilderom questionnaire (2004), Communication Satisfaction Questionnaire (CSQ) (Clampitt and Downs (1996) to measure communication, and a questionnaire developed by Saks (2006) to measure employee engagement. Methods of data analysis that been used in this research is descriptive and multiple regression analysis. The results of the 302 respondents indicated the level of employee engagement at the Ministry of the Secretariat of State of the Republic of Indonesi in the high category, including the dimensions of job engagement and organization engagement.

This means that employees of the Ministry of State Secretariat of the Repblic of Indonesia has engagement to both the organization and their work, proud of the organization, dedicated and keep to engage in the activities of the organization. In general, level of the organizational culture and communication influence on employee engagement at 38.6%. Specifically, improvement orientation (the organizational cultural dimension) and horizontal and informal communication (communication dimension) has a significant influence on job engagement. And dimensions of communication in the form of supervisory communication, personal feedback and horizontal and informal communication has a significant influence on the organization engagement. Future studies are recommended to investigate other factors that influence employee engagement."

"ABSTRAKTesis ini membahas mengenai pengaruh budaya organisasi terhadap employee engagementdi PT Bursa Efek Indonesi (BEI). Penelitian ini melakukan studi pengaruh sub variabel budaya organisasi sesuai dengan Organizational Culture Model dari Daniel R. Denison dan Aneil K. Mishra yang terdiri dari 4 traits budaya/ sub variabel yaitu : adaptability, mission, consistency, dan involvement terhadap sub variabel employee engagement dari Schaufeli & Bakker (2003) yaitu vigor,dedication, dan absorption. Pengumpulan data menggunakan kuesioner yang diberikan kepada Karyawan PT BEI. Analisis data menggunakan bantuan SPSS-GLM (General Linier Model). Hasil dari penelitian ini menunjukkan bahwa semua sub variabel budaya organisasi (adaptability, mission, consistency, dan involvement) secara bersama-sama memiliki pengaruh terhadap sub variabel employee engagement yaitu vigor sebesar 13.3 %, dedication sebesar 18.8%, dan absorption sebesar 12.4%, sisanya dipengaruhi oleh variabel lainnya. Sub variabel mission memiliki pengaruh yang signifikan positif terhadap sub variabel dedication dan absorption. Sub variabel consistency memiliki pengaruh yang signifikan positif terhadap sub variabel vigor dari employee engagement.

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AbstractThe focus of the thesis is about the influence of organizational culture on employee engagement in Indonesia Stock Exchange (IDX). This study investigated how each sub variables of organizational culture (adaptability, mission, consistency, involvement) has influenced sub variabes of employee engagement (vigor, dedication, and absorption). Data was collected using questionnaires given to the employees of IDX. Data was analyzed using SPSS-GLM (General Linier Model). The results of this study indicate that all subvariables of organizational culture have influence on all sub variables of employee engagement: vigor (13.3%), dedication (18.8%), and absorption (12.4%). Mission showed the significant influence on dedication and absorption.Consistency showed the significant influence on vigor."

"Tesis ini membahas mengenai pengaruh budaya organisasi terhadap employee engagement PNS Non Manajerial di lingkungan Badan Kepegawaian Negara Pusat. Jenis penelitian ini adalah eksplanatory dengan pendekatan kuantitatif. Instrumen pengumpul data berupa kuesioner yang diberikan kepada responden. Teknik Simple Linear Regression digunakan dalam menganalisis data.Hasil dari penelitian ini menunjukkan bahwa budaya organisasi berpengaruh positif dan signifikan terhadap employee engagement. Penelitian ini diharapkan dapat memperkaya hasil-hasil penelitian mengenai budaya organisasi dan employee engagement khususnya di sektor publik. Untuk penelitian employee engagement selanjutnya disarankan berkaitan dengan variabel lainnya, guna mengetahui faktor-faktor apa saja yang mempengaruhi employee engagement di sektor publik atau pemerintahan.

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This thesis discusses the influence of organizational culture on employee engagement non managerial civil cervant at the Head Office of National Civil Services Agency. This type of research is explanatory with quantitative approach. Data collection instrument was a questionnaire given to respondents. Simple linear Regression method used in analyzing data. The result of this study indicated that organizational culture positive and significant impact on employee engagement. This research is expected to enrich the results of research on organizational culture and employee engagement, especially in the public sector. For further recommended employee engagement research related to other variables, in order to determine the factors that influence employee engagement in the public sector or government."

"Jumlah sumber daya manusia yang tersedia di dalam suatu organisasi, mengharuskan suatu organisasi untuk melakukan berbagai strategi dalam memanfaatkan dan mengoptimalkan kinerja karyawannya. Tentunya PT Telkom Indonesia dengan visinya The King of Digital Company in Indonesia melakukan penerapan budaya organisasi dengan e-learning, dimana diharapkan akan memberikan dampak secara maksimal terhadap kinerja karyawan melalui komitmen organisasional sebagai variabel intervening. Atas dasar tersebut penelitian ini ditujukan untuk menganalisa bagaimana pengaruh budaya organisasi melalui komitmen organisasional terhadap kinerja karyawan dan bagaimana pengaruh budaya organisasi terhadap kinerja karyawan. Peneliti menggunakan metode kuantitatif dengan teknik analisis deskriptif dan path analysis. Hasil dari penelitian ini adalah bahwa budaya organisasi dengan teknologi e-learning yang diimplementasikan oleh Telkom Group dalam rangka memenuhi visinya sebagai The King Of Digital Company in Indonesia nampaknya masih membutuhkan optimalisasi dalam penerapannya kepada internal karyawan. Namun di sisi lain pada hasil penelitian budaya organisasi memiliki pengaruh terhadap komitmen organisasional dimana variabel ini mendapatkan nilai yang signifikan memiliki pengaruh terhadap kinerja karyawan.

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The amount of the available human resources in an organization, requires an organization to perform a variety of strategies in utilizing and optimizing the performance of employees. Of course, PT Telkom Indonesia with its vision The King of Digital Company in Indonesia doing the application of organizational culture with elearning, which hopefully will provide maximum impact on performance of employees through high organizational commitment.

On the basis of the current study aimed to analyze how the influence of organizational culture employee performance through organizational commitment and the influence between organizational culture and employee performance. This researchers use quantitative methods with descriptive analysis techniques and path analysis.

The results of this research is that cultural organizations with e-learning technology implemented by Telkom Group in order to meet its vision as The King Of the Digital Company in Indonesia still seems to be in need of optimization in its application to the internal employees. But on the other hand the results of research on organizational culture have a influence on organizational commitment in which the variable is getting significant value has an impact on employee performance."

"Komunikasi mempunyai peranan cukup penting pada dunia industri terkait hal tersebut yaitu perusahaan, Seberapa baik seseorang dapat menyampaikan pesan atau informasi dengan cara yang mudah dipahami, manusiawi, dan efisien disebut kemampuan komunikasi.Tujuan dari penelitian yang dilakukan untuk (1) menganalisis pengaruh budaya organisasi terhadap komunikasi organisasi di Auto Honda Serang, (2) menganalisis pengaruh gaya komunikasi pimpinan terhadap komunikasi organisasi di Auto Honda Serang, (3) menganalisis pengaruh budaya organisasi terhadap sikap karyawan di Auto Honda Serang, (4) menganalisis pengaruh gaya komunikasi pimpinan terhadap sikap karyawan di Auto Honda Serang, (5) menganalisis pengaruh komunikasi organiasi terhadap sikap karyawan di Auto Honda Serang, (6) menganalisis pengaruh budaya organisasi terhadap sikap karyawan melalui komunikasi organisasi di Auto Honda Serang, dan (7) menganalisis pengaruh budaya organisasi terhadap sikap karyawan melalui komunikasi organisasi di Auto Honda Serang.Teknik pengumpulan data primer berupa survei dengan responden adalah karyawan Honda Auto Serang dengan sampel sebanyak 240 karyawan. Analisis data menggunakan teknik analisis Kuadrat Terkecil Parsial (PLS) dengan alat statistik SmartPLS versi 4.0.Hasil penelitian menyatakan bahwa budaya organisasi secara langsung berpengaruh positif dan signifikan pada komunikasi organisasi karyawan. Gaya komunikasi pimpinan secara langsung berpengaruh positif dan tidak signifikan pada komunikasi organisasi karyawan. Budaya organisasi secara langsung berpengaruh positif dan signifikan pada sikap karyawan. Gaya komunikasi pimpinan secara langsung berpengaruh positif dan signifikan pada sikap karyawan. Komunikasi organisasi secara langsung berpengaruh negatif dan tidak signifikan pada sikap karyawan. Budaya organisasi tidak berpengaruh signifikan pada sikap karyawan melalui komunikas organisasi dan gaya komunikasi pimpinan tidak berpengaruh signifikan pada sikap karyawan melalui komunikasi organisasi.

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Communication plays a very important role in the world of industry related to the company, how well a person can communicate messages or information in a way that is understandable, humane, and efficient called the communication ability.

The objectives of the research carried out to (1) analyze the impact of organizational culture on organizational communication in Auto Honda Attack, (2) analyse the influence of leadership communication style on organization communication in auto Honda Attacks, (3) analyze organization culture influence on employee attitude in auto honda Attacke, (4) analyze leadership style influence upon employee behavior in auto hondana Attacker, (5) analyze organizational communications influence over employee attack attitude, (6) analyze organisational culture impact on employees’ attitude through organization communications in auto Hondana Attacker, and (7) analyze organisation culture influences on employees' attitudes through organization communication at auto Honda attacke.

The primary data collection technique of the survey with respondents is Honda Auto Attack employees with a sample of 240 employees. Data analysis using the smallest partial square (PLS) analysis technique with the statistical tool SmartPLS version 4.0

The results of the study show that organizational culture directly has a positive and significant influence on the organization’s communication of employees. Leadership style of communication has a direct positive and insignificant impact on employee organization communication. Organizational culture directly has a positive and significant influence on employee attitudes. Leadership communication style directly has a positive and significant influence on employee attitudes. Organizational communication directly negatively and insignificantly affects the attitude of employees. Organizational culture has no significant influence on the attitude of employees through organizational communication and leadership communication styles have no significant impact on employee attitude through organization communication."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari iklim organisasi, karakteristik pekerjaan dan rasa keterikatan pegawai di Lembaga XYZ DKI Jakarta terhadap organizational citizenship behavior (OCB). Data penelitian ini diambil dari 70 responden yang berstatus sebagai Pegawai Negeri Sipil (PNS) di lingkungan Lembaga XYZ DKI Jakarta. Analisis data menggunakan metode analisis regresi berganda dan General Linear Model. Hasil penelitian menunjukkan bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap perilaku OCB pegawai, sedangkan karakteristik pekerjaan dan keterikatan pegawai tidak memiliki pengaruh yang signifikan terhadap perilaku pegawai. Sedangkan apabila dilihat dari pengaruh ketiga variabel bebas tersebut terhadap kelima dimensi OCB, maka diperoleh hasil bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap kelima dimensi OCB (Civic Virtue, Courtesy, Sportsmanship, Conscientiousness, dan Altruism), adapun karakteristik pekerjaan hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship, dan employee engagement juga hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship.

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The purpose of this research is to analyze the influence of organizational climate, job characteristics, and employee engagement toward organizational citizenship behavior at BPN DKI Jakarta Regional Office. Data was taken from 70 respondents. Data analysis is conducted using multiple regression analysis and General Linear Model. Results show that there is a significant influence of organizational climate on employee's organizational citizenship behavior, whereas job characteristics and employee engagement does not have a significant influence on employee's organizational citizenship behavior. In addition, if we see from the influence of these three independent variables towards each dimension of OCB, so we find that organizational climate has a significant influence towards civic virtue, courtesy, sportsmanship, conscientiousness, and altruism, whereas job characteristics is only has a significant influence towards courtesy and sportsmanship, and also employee engagement which only has a significant influence towards courtesy and sportsmanship."

"Tujuan penelitian ini adalah untuk menganalisis bagaimana pengaruhbudaya organisasiterhadap kinerja karyawan kantor area PT. Bank X, Tangerang. Penelitian ini menggunakan pendekatan kuantitatif. Sampel dalam penelitian ini adalah31 karyawan kantor area PT. Bank X, Tangerangdengan menggunakan metodeTotal Sampling.Instrumen penelitian ini menggunakan kuesioner dan dianalisis menggunakan linear regression. Hasil penelitian ini menunjukkan bahwa kekuatan hubungan antar variabel pada penelitian ini adalah sedang menujukuat, dengan angka koefisien sebesar 0.452. Budaya organisasi yang dimiliki PT. Bank X mempengaruhi kinerja karyawan sebesar 20.5%, sedangkan sisanya sebesar 79.5% dipengaruhi oleh faktor lain.

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The objective of this research is to analyze the effect of organizational culture toward employee preformance in PT. Bank X, area office, Tangerang Area. This research applied quantitative approach. The samples of this research are31 employees of PT. Bank X’s office, collected using total sampling. This research used questionnaire as research instrument and analyzed with linear regression.

The result of this research indicates that the correlation between two variables is moderate to strong. Organizational culture effects employee’s performanceis equal to 20.5%, and the residue equal to 79.5% affected by other factor."

"Employee Engagement menarik untuk diteliti, karena saat ini istilah Employee Engagement telah menjadi istilah yang sangat diperhatikan di dunia industri dan menjadi trending topic dalam management HRD. Karyawan yang engaged pada organisasinya akan melakukan sesuatu yang bahkan lebih dari yang diminta oleh organisasi tempat dia bekerja, jarang sakit, produktifitasnya meningkat dan memiliki komitmen tinggi pada organisasi. Sehingga mereka menjadi faktor penting bagi keberhasilan organisasi untuk tetap bertahan menghadapi berbagai tantangan perubahan dan terus berkinerja baik. Banyak faktor yang mempengaruhi terbentuknya Employee Engagement di sebuah perusahaan, yang dalam penelitian ini difokuskan pada iklim komunikasi organisasi dan motivasi. Penelitian ini membahas Pengaruh Iklim Komunikasi Organisasi dan Motivasi terhadap Employee Engagement. Penelitian bertujuan untuk mengetahui dan menguji pengaruh antara variabel-variabel yang membentuk suatu pola hubungan saling ketergantungan. Penelitian ini adalah penelitian kuantitatif dengan desain eksplanatif. Respondennya karyawan tetap PT Indosat berjumlah 300 orang yang ditarik secara acak sederhana (simple random) pada populasi seluruh karyawan tetap PT Indosat yang sudah bekerja di atas 2 tahun yang berjumlah 2659 orang. Metode analisis data dilakukan dengan uji reliabilitas dan validitas, serta analisis statistik deskriptif menggunakan analisis faktor dan analisis regresi untuk membuktikan hipotesa dalam penelitian ini. Hasil penelitian menunjukkan adanya pengaruh yang positif dan signifikan dari variable-variabel yang diuji. Berdasarkan pengujian hipotesis pertama penelitian menunjukkan bahwa Iklim Komunikasi Organisasi memiliki pengaruh signifikan dan positif terhadap terbentuknya Employee Engagement. Berdasarkan pengujian hipotesis kedua disimpulkan bahwa Motivasi memiliki pengaruh signifikan dan positif terhadap terbentuknya Employee Engagement.

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Employee Engagement interesting to study, because at this time the term employee engagement has become a term that is of considerable concern in the industry and become a trending topic in HR management. Employees who are engaged in the organization will do something even more than that requested by the organization (extra mile), less sickness , increased productivity and has a high commitment to the organization. So that they become an important factor for the success of the organization in order to withstand the challenges of change and continue to perform well.

Many factors influence the employee engagement in a company, which in this study focused on organizational communication climate and motivation.

This study discusses about The Influence of Climate Organizational Communication and Motivation on Employee Engagement, which has the objective of identifying and testing the influence of the variables which are forming an interdependent relationships pattern.

This quantitative research uses explanative design. Respondents in this study were permanent employees of PT Indosat 300 people drawn at random (simple random) on the entire population of PT Indosat permanent employees who have worked in over 2 years, amounting to 2854 people. The data analysis methods are descriptive statistical analysis using factor analysis and regression analysis to prove this research.

The results showed a positive and significant effect of the variables tested. Based on the first hypothesis testing research indicates that Organizational Communication Climate has a significant and positive influence on Employee Engagement. Meanwhile, in the second hypothesis concluded that motivation has a significant and positive influence on Employee Engagement."