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"Komunikasi merupakan bagian dari langkah strategis manajemen untuk mencapai tujuan yaitu sebagai alat untuk mengarahkan tujuan organisasi kepada internal organisasi maupun eksternal. Tesis ini membahas mengenai komunikasi internal yang merupakan bagian untuk membangun budaya organisasi 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 membangun budaya organisasi melalui visi dan misi organisasi, strategic direction, sharing values dan empowerment di dalam organisasi. Jika komunikasi internal dapat mengkomunikasikan itu maka karyawan akan memiliki panutan yang baik dan terbentuk budaya organisasi sehingga pada akhirnya akan mewujudkan engagement dalam diri karyawan organisasi.

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Employee engagement is success if the company could implement the internal communicationto build the corporate culture in the organization with share values between member of organization. Failure in implementing internal communications will affected to employee engagement in organizations.

This research is focusing internal communications process are happened in PT Penjaminan Infrastruktur Indonesia and how it can affected to build organization culture and employee engagement. This research using qualitative method with case study approach. Data collection with observation and deep interview.

The result is company is not success to implement internal communications which mean the failure of internal communications is failed to build organization culture and employee engagement."

"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."

"ABSTRAKPenelitian ini fokus melihat pengaruh dari komunikasi internal terhadapemployee engagement untuk kemudian dibuat rancangan intervensi terhadapproses komunikasi internal guna meningkatkan employee engagement. Penelitiansebelumnya belum banyak yang menjelaskan pengaruh komunikasi internalterhadap employee engagement. Penelitian ini dilakukan berdasarkan studi kasusdi PT Asuransi PQRS yang bergerak di bidang asuransi umum dengan sampelmencakup 60 karyawan di departemen pemasaran korporasi Jepang denganmenggunakan purposive sampling. Employee engagement diukur melalui UtrechWork Engagement Scale (UWES) versi Bahasa Indonesia (Schaufeli & Bakker,2004) dan komunikasi internal diukur melalui kuesioner yang dikembangkan olehKaranges (2014). Hasil analisis menunjukkan bahwa terdapat pengaruh positifyang signifikan dari komunikasi internal terhadap employee engagement (r=0.487,F=18.035, p<0.05, one-tailed). Dari hasil penelitian, dibuatlah rancanganintervensi terhadap proses komunikasi internal melalui intervensi humanresources management berupa performance management dan intervensi humanprocess berupa team building dan large-group interventions.

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ABSTRACTThis study focused on the impact of internal communication towardsemployee engagement to design an intervention on the internal communicationprocess in order to improve the employee engagement. Previous studies haven'tmuch explained the impact of internal communication towards employeeengagement. This study was done based on the case study at PT Asuransi PQRSwhich is a general insurance company with the sample of this study were 60employees at Japanese corporate marketing department by purposive sampling.Employee engagement was measured by official Indonesian version of UtrechWork Engagement Scale (UWES) (Schaufeli & Bakker, 2004) and internalcommunication was measured by questionnaire developed by Karanges (2014).Result indicated that there was significantly positive impact of internalcommunication towards employee engagement (r=0.487, F=18.035, p<0.05, onetailed).From this result, human resources management intervention (performancemanagement) and human process intervention (team building and large-groupinterventions) were designed."

"[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 menguji pengaruh media komunikasi internal terhadap kinerja karyawan melalui budaya perusahaan pada PT. Bank Rakyat Indonesia (Persero), Tbk. Dalam penelitian kali ini, ada tiga media komunikasi internal BRI yang akan diuji, yaitu Digital Office, BRISmart, dan BRIShare. Penelitian ini menggunakan metode kuantitatif dengan teknik pengumpulan data melalui survey dengan menyebarkan kuesioner. Jumlah responden dalam penelitian ini sebanyak 204 orang yang merupakan karyawan BRI yang berada di kantor pusat, mulai dari karyawan tetap, kontrak, dan trainee. Dari hasil analisis data diketahui bahwa ketiga media komunikasi internal tersebut berpengaruh langsung terhadap kinerja. Ketiga media komunikasi internal tersebut juga berpengaruh terhadap budaya perusahaan. Selain itu, dengan menggunakan causal steps yang dikembangkan oleh Baron & Kenny (1986) untuk menentukan hasil mediasi, diketahui bahwa dua media dimediasi secara parsial oleh budaya perusahaan dan satu media dimediasi secara penuh oleh budaya perusahaan.

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This study aims to examine the effect of internal communication media on employee performance through corporate culture at PT. Bank Rakyat Indonesia (Persero), Tbk. There are three internal communication media of BRI to be tested in this research, namely Digital Office, BRISmart, and BRIShare. This study uses quantitative methods with survey as the data collection technique by distributing questionnaires. The number of respondents in this study are 204 people who are employees of BRI located at head office, starting from permanent employees, temporary employees, and the trainees as well.

From the data analysis, it is known that these internal communication media have an effect on the employee performance. These media also affect the corporate culture. Furthermore, using the causal steps developed by Baron & Kenny (1986) to determine the outcome of mediation, it is known that there are two media that are mediated partially by the corporate culture and the other one are fully mediated by the corporate culture."

"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."

"Proses transformasi yang dilakukan dari Jamsostek ke BPJS Ketenagakerjaan menuntut adanya pemenuhan sumber daya manusia yang memiliki kualitas dan engagement yang tinggi. Penelitian ini membahas mengenai pengaruh Kecerdasan Emosional Pemimpin dan komunikasi internal organisasi terhadap employee engagement pada BPJS Ketenagakerjaan. Penelitian ini menggunakan sub variabel kecerdasan emosional pemimpin sesuai dengan model kecerdasan emosional pemimpin dari Daniel Goleman yang terdiri dari 5 sub variabel: Self Awareness, Self Regulation, Motivation, Empathy, dan Social Skill. Sub variabel Komunikasi Internal Organisasi merujuk pada konsep yang dikembangkan Clampitt dan Downs, terdiri dari 6 sub variabel: Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate dan Supervisory Communication serta Media Quality. Sedangkan, sub variabel employee engagement merujuk pada model employee engagement yang dikembangkan oleh AON Hewwit yang terdiri dari 3 sub variabel: Say, Stay, dan Strive. Dengan menggunakan pendekatan kuantitatif dan jenis penelitian eksplanatif, penelitian dilakukan di BPJS Ketenagakerjaan yang melibatkan sekitar 1006 responden dengan menggunakan convenience sampling. Pengumpulan data dilakukan melalui kuisioner penelitian skala likert dan didistribusikan secara online melalui google form. Pengujian hipotesis menggunakan metode regresi berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan antara variabel kecerdasan emosional pemimpin dan komunikasi internal organisasi terhadap employee engagement, baik secara simultan ataupun parsial.

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The transformation process from Jamsostek to BPJS Ketenagakerjaan requires the fulfillment of human resources with high quality and engagement. This research discusses the influence between Leader's Emotional Intelligence and Internal Communication of Organization on Employee Engagement in BPJS Ketenagakerjaan.

This research uses 6 sub variable of leader's emotional intelligence according to leader's emotional intelligence model from Daniel Goleman which consist of 5 sub variable Self Awareness, Self Regulation, Motivation, Empathy, and Social Skill. Sub variable of internal communication of organization refers to the concept which developed by Clampitt and Downs, consisting of 6 sub variable Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate and Supervisory Communication and Media Quality. Meanwhile, sub variable of employee engagement refers to employee engagement model that developed by AON Hewwit, consisting of 3 sub variable Say, Stay, and Strive.

By using quantitative approach and explanatory research, the research was conducted at BPJS Ketenagakerjaan involving 1006 respondents using convenience sampling. The Data is collected through questionnaire likert scale which distributed online by google form. Hypothesis testing is using multiple regression method. The results of this research showed that have the positive and significant effect between leader's emotional intelligence and internal communication of organization on employee engagement, partially and simultaneously."

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Employee engagement adalah konstruksi yang kompleks dan luas yang mencakup komitmen, kepuasan, loyalitas, dan perilaku ekstra karyawan dalam menjalankan peran dalam bekerja. Membangun keterlibatan karyawan bukanlah hal yang mudah, kemudian adanya pergeseran generasi ke generasi milenial yang memiliki karakteristik unuk pun menjadi tantangan dan juga peluang bagi perusahaan. Penelitian ini menjelaskan tentang pengaruh budaya perusahaan dan komunikasi internal terhadap employee engagement karyawan milenial. Dengan menggunakan metode kuantitatif dengan responden penelitian karyawan milenial yang berusia 19 – 38 tahun per tahun 2019 dan menggunakan teknik analisis regresi linear berganda, hasil penelitian ini menunjukan bahwa budaya perusahaan berpengaruh positif dan signifikan terhadap employee engagement karyawan milenial. Kemudian, komunikasi internal berpengaruh positif dan signifikan terhadap employee engagement karyawan milenial. Budaya perusahaan dan komunikasi internal secara bersama-sama berpengaruh positif dan signifikan terhadap employee engagement karyawan milenial.

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Employee engagement is a complex concept that includes employee’s commitment, satisfaction, loyalty, and extra efforts in carrying out roles in daily life at work. Building employee engagement is not easy, then the company is facing a shifting generation to millennials that have unique characteristics, this will become a challenge and the opportunity as well for the company. This study aims to describe the influence of corporate culture and internal communication on employee engagement of millennial employees. Using quantitative methods with respondents aged 19 - 38 years as per 2019 and using multiple linear regression as analysis technique, the results of this study indicate that company culture has a positive and significant effect on employee engagement millennials. Then, internal communication has a positive and significant effect on employee engagement millennials. Finally, corporate culture and internal communication have positive and significant influence on employee engagement millennials.

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"Skripsi ini membahas tentang hubungan budaya organisai dengan kinerja karyawan pada PT Askrindo (Persero) Kantor Pusat Jakarta. Dalam penelitian ini, peneliti mencoba untuk memastikan apakah budaya organisasi memiliki hubungan dengan kinerja karyawan pada PT Askrindo (Persero) Kantor Pusat Jakarta. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Pengumpulan data dilakukan dengan kuesioner dan dianalisis dengan menggunakan formula statistika, yakni korelasi Rank Spearman yang perhitungannya menggunakan bantuan SPSS. Hasil penelitian ini adalah bahwa terdapat hubungan antara budaya organisasi dengan kinerja karyawan, dengan nilai koefisien korelasi = 0,638. Angka ini menunjukkan korelasi atau hubungan yang kuat antara Budaya Organisasi dengan Kinerja Karyawan sebesar 63,8%.

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This thesis discusses the relationship between organizational culture and performance of employees at PT Askrindo (Persero) Jakarta Head Office. In this study, researcher tries to determine whether organizational culture has a relationship with the performance of employees at PT Askrindo (Persero) Head Office Jakarta. This research is a descriptive quantitative in its design. Data were collected by questionnaires and analyzed by using a statistical formula, the Spearman Rank correlation is calculated using SPSS.

The results of this study is that there is a relationship between organizational culture with employee performance, with a correlation coefficient = 0.638. This figure shows that there is a correlation or a strong relationship between Organizational Culture with Employee Performance of 63.8%."