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"Tesis ini membahas tentang komunikasi internal dalam mewujudkan employee engagement. Penelitian ini dilakukan dengan metode kualitatif deskriptif melalui pendekatan studi kasus. Hasil penelitian menyatakan bahwa komunikasi internal memiliki peran penting dalam pembentukan employee engagement. Hubungan komunikasi yang baik antara atasan dan bawahan, informasi yang berkualitas, komunikasi yang terbuka dari pimpinan, dan kesempatan untuk bawahan mengutarakan pendapat sangat mempengaruhi terbentuknya employee engagement. Selain itu, penelitian ini juga mendapati peran penting manajer sebagai jembatan informasi dan hubungan horizontal yang harmonis sebagai faktor lain pembentuk employee engagement.

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This thesis discusses the internal communication to build employee engagement. This research was conducted with descriptive qualitative method through a case study approach. The study states that internal communication has an important role in the formation of employee engagement. Good superiors-subordinates communication, quality of information, superior openness, and opportunities for communication greatly affect the formation of employee engagement. In addition, the study also found an important role of managers as a bridge of information and harmonious horizontal relationships as other factors to build employee engagement."

"Tesis ini menganalisis komunikasi internal pada organisasi perusahaan multinasional dalam konteks manajemen komunikasi yang didasarkan pada faktor penentu dan faktor penghambat komunikasi yang efektif (Lesley, 1991) serta menganalisis strategi komunikasi yang dilakukan organisasi dalam rangka sosialisasi Good Corporate Governance (“GCG”). Studi ini mengangkat kasus perusahaan multinasional yaitu Telin Group, yang mensosiliasikan kebijakan di anak perusahaan dengan dua perbedaan karakteristik. Penelitian ini menggunakan pendekatan kualitatif dengan perolehan data melalui wawancara mendalam, studi dokumen dan kepustakaan. Hasil akhir dari studi ini menunjukkan bahwa komunikasi organisasi internal adalah sangat penting dan jelas dibutuhkan dalam sebuah organisasi untuk mencapai tujuan-tujuan organisasi. Komunikasi internal yang dikelola dan diorganisasikan secara baik dapat membantu organisasi dalam menciptakan iklim komunikasi yang baik dan kondusif.

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This thesis analyzing internal communication on the multinational corporations to take the socialization Good Corporate Governance (“GCG”) at PT Telekomunikasi Indonesia International group and 2 subsidiary company Telin Malaysia dan Telin Timor Leste. In terms of management of communications based on decisive and a barrier aspect to effective communication presented by Lesley (1991) and also analyzed the communications strategy within the socialization of the GCG. This study took the case to the multinational companies that TELIN Group, where the parent policy socialize the group policy in subsidiaries, studied company profile is divided into companies that are in the countries that already have good rules of corporate governance and in countries that do not have corporate governance rules. This study used a qualitative approach and descriptive analysis. Data were obtained through in-depth interviews , a number of valuable dokunmen, and literature study. At the end result of this study showed that internal organizational communication is very important and clearly needed within an organization to achieve organizational goals. Internal communications are managed and well organized can help organizations to create a climate of good and conductive communication."

"Employee engagement atau keterlibatan karyawan merupakan salah satu persoalan yang sering dihadapi oleh perusahaan. Suatu perusahaan dapat mencapai tujuan dan kesuksesannya, salah satunya karena kinerja karyawan. Maka dari itu, perusahaan harus berupaya untuk dapat mempertahankan karyawannya agar tetap loyal dengan membuat karyawan merasa terlibat. Dalam mencapai employee engagement, terdapat beberapa factor yang diduga mempengaruhinya, yaitu internal communication satisfaction, corporate culture, perceived organizational support, dan employer branding. Penelitian ini meneliti mengenai bagaimana keterlibatan keempat factor tersebut dalam mempengaruhi employee engagement. Penelitian ini merupakan penelitian kuantitatif dengan menyebarkan kuesioner secara online. Teknik pengambilan sampel yang digunakan adalah convenience sampling dengan subjek merupakan karyawan PT Biro Klasifikasi Indonesia (Persero) yang berjumlah 266 responden. Hasil penelitian didapatkan bahwa hanya internal communication satisfaction dan corporate culture yang berpengaruh positif signifikan terhadap employee engagement sedangkan perceived organizational support dan employer branding tidak berpengaruh terhadap employee engagement. Selain itu, pada uji koefisien determinasi, keseluruhan variabel independen terbukti memiliki kontribusi pengaruh terhadap variabel dependen sebesar 62,9%, sedangkan lainnya sebanyak 37,1% dipengaruhi faktor lain di luar variabel independen dalam penelitian ini

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Employee engagement is one of the problems that are often faced by companies. A company can achieve its goals and success, one of which is because of employee performance. Therefore, companies must strive to be able to keep their employees loyal by making employees feel involved. In achieving employee engagement, there are several factors that are thought to influence it, namely internal communication satisfaction, corporate culture, perceived organizational support, and employer branding. This study examines how the involvement of these four factors in influencing employee engagement. This research is a quantitative research by distributing online questionnaires. The sampling technique used was convenience sampling with the subject being PT Biro Klasifikasi Indonesia (Persero) employees, totaling 266 respondents. The results showed that only internal communication satisfaction and corporate culture had a significant positive effect on employee engagement, while perceived organizational support and employer branding had no effect on employee engagement. In addition, in the coefficient of determination test, all independent variables proved to have an influence contribution to the dependent variable by 62.9%, while 37.1% were influenced by other factors outside the independent variables in this study."

"Penelitian ini bertujuan untuk menelaah peran tranparent internal communication dari berbagai entitas komunikasi dalam organisasi yaitu atasan langsung dan rekan kerja terhadap employee advocacy yang dimediasi oleh employee–organization relationship. Penelitian ini juga mengidentifikasi motivasi individu sebagai faktor pendorong terbesar untuk melaksanakan employee advocacy di media sosial pribadi pegawai di lingkungan Direktorat Jenderal Pajak. Penelitian dilakukan dengan pendekatan kuantitatif dan pengumpulan data melalui survei menggunakan google form yang disebar kepada pegawai DJP. Sebanyak 215 data telah diolah menggunakan metode SEM-PLS pada software SmartPLS 4.0. Hasilnya, employee advocacy dipengaruhi secara signifikan oleh employeeorganization relationship dengan mediasi motivasi altruism dan motivasi enjoyment. Hal ini menguatkan kembali asumsi dasar bahwa employee advocacy sebaiknya berbasis voluntarism. Selain itu, motivasi perilaku positif seperti self-enhancement, altruism, enjoyment, dan motivasi feeling organizational pride memiliki pengaruh yang signifikan terhadap niat advokasi. Motivasi pegawai yang paling dominan untuk meningkat perilaku employee advocacy adalah motivasi enjoyment. Namun, direct supervisor transparent communication dan peers transparent communication yang dimediasi oleh employeeorganization relationship belum mampu mempengaruhi perilaku employee advocacy.

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This study aims to examine the role of transparent internal communication from various communication entities within the organization—namely direct supervisors and peers—on employee advocacy, mediated by the employee–organization relationship (EOR). The research also identifies individual motivation as the primary driver for employee advocacy on personal social media among employees of the Directorate General of Taxes (DGT). A quantitative approach was employed, with data collected through an online survey distributed via Google Forms to DGT employees. A total of 215 responses were analyzed using the SEM-PLS method with SmartPLS 4.0 software. The results show that employee advocacy is significantly influenced by the employee–organization relationship, the effect of which is mediated by altruism and enjoyment motivations. These findings reinforce the fundamental assumption that employee advocacy should be rooted in voluntarism. In addition, positive behavioral motivations such as self-enhancement, altruism, enjoyment, and organizational pride significantly affect advocacy intentions. Among these, enjoyment motivation emerged as the most dominant factor influencing employee advocacy behavior. However, transparent communication from both direct supervisors and peers, when mediated by the employee–organization relationship, did not significantly influence employee advocacy behavior. "

"Suara karyawan di media sosial dapat menggambarkan kondisi internal organisasi. Penelitian ini menguji antara komunikasi internal organisasi dan advokasi karyawan di media sosial, dengan kualitas hubungan karyawan-organisasi (Employee-Organization Relationship/EOR) sebagai mediator. Pendekatan yang digunakan dalam penelitian ini adalah kuantitatif dengan metode survei secara daring dan diolah dengan teknik analisis mediasi sederhana. Penelitian ini berfokus pada dua jenis organisasi, yaitu organisasi publik dan organisasi swasta, untuk menganalisis perbedaan dalam praktik komunikasi internal dari berbagai level manajemen komunikasi serta hubungannya terhadap perilaku advokasi karyawan. Hasil penelitian dari total 157 orang pekerja dari organisasi pemerintah dan organisasi swasta menunjukkan bahwa komunikasi internal yang transparan dan simetris tidak memiliki hubungan langsung yang signifikan dengan advokasi karyawan di media sosial. Namun, hubungan tersebut menjadi signifikan ketika dimediasi oleh kualitas hubungan antara karyawan dan organisasi (EOR). Penelitian ini juga menemukan perbedaan signifikan dalam model mediasi antara organisasi pemerintah dengan organisasi swasta, di mana EOR lebih berperan sebagai mediator dalam organisasi swasta dibandingkan dengan organisasi pemerintah. Implikasi teoritis dan praktis dibahas lebih lanjut.

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Employee voices on social media can describe the internal conditions of an organization. This study examines the relationship between internal organizational communication and employee advocacy on social media, with the quality of the employee-organization relationship (EOR) as a mediator. The approach used in this study is quantitative with a bold analytical survey method and processed with simple mediation techniques. This study focuses on two types of organizations, namely public organizations and private organizations, to analyze differences in internal communication practices from various levels of communication management and intelligence on employee advocacy behavior. The results of the study from a total of 157 workers from government organizations and private organizations showed that transparent and symmetrical internal communication did not have a significant direct relationship with employee advocacy on social media. However, the relationship became significant when mediated by the quality of the relationship between employees and the organization (EOR). This study also found significant differences in the mediation model between government organizations and private organizations, where EOR plays a greater role as a mediator in private organizations compared to government organizations. Theoretical and practical implications are discussed further. "