Abstract:
The employee engagement program has been increasingly recognized as a human resources strategy to effectively manage and maintain the employees as main asset of company. The employees’ perspectives can describe the alignment between employees and company to work simultaneously. Rapid development of engagement program as the trend also describes the company’s identity (also known as organizational culture) and the values of working.
The work values defines as the degree of worth, importance and desirability of the individual on what happens at work which is conducted by intrinsic and extrinsic motivation (Knoop in Page, 2005:26). Organizational culture defines as a system of shared meaning held by members that distinguishes the organization from other organizations (Robbins, 2005:485). The employees being engaged rowatds organization and or employees being engaged to the job itself (Saks, 2006:900-916). The aim of this research is to find out the working values (intrinsic and extrinsic) and organizational culture to determine level of engagement in PT Mitsubishi Electric Automotive Indonesia (PT MEAINA) in Cikarang. This research is focused on employees’ perception which come from permanent employees with range level low up to middle level management. To analyze it the researcher used Knoop theory to define the intrinsic and extrinsic work values as development from Herzberg’s motivation – hygiene theory, Denison theory for organizational culture and Gallup theory to determine level of engagement. The data were collected by questionnaire method using judgment sampling technique with pre-test to 30 respondents.
To conduct the research, the researcher used quantitative method to analyze and solve the problems which have been spread to 58 respondents. The quantitative analysis consists of validity and reliability test, data classical assumption test, multiple regression analysis by using SPSS version 18.0 and Microsoft Excel 2007 as supporting application data process.
Result of hierarchical multiple regressions in t test found that there was no significant influence of Intrinsic Work Values towards Level of Engagement with t value result is -0.272 and significance value is 0.787. Further, the result shows the most significant influence is in Extrinsic Work Values towards Level of Engagement with the t value is 6.328 and significance value is 0.000. Meanwhile, the remains result shows that there is significance influence between Organizational Culture and Level of Engagement with the t value is 3.322 and significance value is 0.002.
