Abstract:
This research is motivated by the problems faced by PT Putra Pile Indah that from year to year with a performance trend that continues to decline. Problems faced by PT Putra Indah Pile marked with employee turnover rates are quite high, from 2011 to 2014, employee turnover rates are averaged over the level of 13% of the total number of employees and this is quite high for a company. Indirectly, the effect of this high rate of turnover of the activities of the company is the number of defective production continues to increase from year to year, from the data we have obtained an increase in the number of defects from 2011 to 2014 increased on average by 14% per year. Moreover, the productivity levels of employees also decreased, from 2011, the level of productivity of employees is 9,350 yards per year and continued to decline until for 7.579 yards in 2014. From direct observation, employee engagement level of employees is not high enough on the company. Low engagement create a high turnover rate. In addition to low employee engagement results in less responsible for his work which is marked by a high number of defective production and productivity continues to decline. Employee engagement is an important factor to measure in the effectiveness of an organization, where employees who have been ter-disengagement will make all effort to the organization. This study aims to memeproleh data and determine the level of employee engagement and influence perceptions of organizational support, leadership and communication styles on employee engagement at PT Putra Pile Indah Cikarang Bekasi. The sample in this study were employees of PT Putra Pile Indah production totaling 95 people. Variable used in this study is the perception of organizational support, leadership style and communication as independent variables and employee engagement as the dependent variable. Mechanical Sampling in this research is the method of probability sampling with simple random sampling technique in which the sample is drawn at random, regardless of sex, age, education, employee status and years of working, then the data were analyzed using multiple linear regression analysis with SPSS. From these results we concluded that the perception of organizational support, leadership styles, and communication were significant influence, either partially or simultaneously on employee engagement.
