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Abstrak :
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 ......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.

Abstrak :
Penataan struktur disertai pembenahan alur kerja dan proses bisnis pada organisasi sektor publik dilakukan agar terwujud pemerintahan yang efektif dan efisien. Penelitian ini menggunakan teori pertukaran sosial untuk mengamati pengaruh internal communication satisfaction dan perceived organizational support terhadap readiness to change yang dimediasi employee engagement untuk mendukung pembaruan pada pegawai Lembaga Fiskal Pusat (LFP). Hasil analisis data dari 387 responden pegawai LFP menunjukkan bahwa 7 hipotesis memiliki pengaruh positif dan signifikan, sementara 3 hipotesis ditemukan tidak signifikan. Data primer dikumpulkan melalui metode survei dengan mengirim kuesioner daring kepada responden. Hipotesis diuji menggunakan Structural Equation Modeling (SEM) dengan aplikasi Lisrel 8.8. ......The structuring of the organizational framework, coupled with the improvement of workflow and business processes in the public sector, is undertaken to achieve effective and efficient governance. This research utilizes social exchange theory to examine the influence of internal communication satisfaction and perceived organizational support on readiness to change, mediated by employee engagement, to support reforms among employees of the Central Fiscal Agency. The results of data analysis from 387 respondents of Central Fiscal Agency employees indicate that seven hypotheses have a positive and significant influence, while three hypotheses are found to be not significant. Primary data were collected through a survey method by sending online questionnaires to respondents. Hypotheses were tested using Structural Equation Modeling (SEM) with Lisrel 8.8 application.