THE ROLE OF ORGANIZATIONAL COMMUNICATION, JOB DEMANDS, AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE ENGAGEMENT

Febby Febrianti Tri Praticah Putri

Abstract


This study analyzes the effect of Organizational communication, Job Demand, and Perceived organizational support on Employee Engagement among operational employees of the Plantation Division at PT Rumpun Sari Kemuning I, driven by indications of suboptimal organizational communication, high physical workload (job demand), and underutilized organizational support impacting low employee engagement. Employing a quantitative approach with a causal design, the study involved 140 respondents selected through total sampling and analyzed using multiple linear regression via SPSS. The results demonstrate that Organizational communication and Perceived organizational support have a positive and significant effect, whereas Job Demand has a negative and significant effect on Employee Engagement, both partially and simultaneously (). Perceived organizational support emerges as the most dominant predictor (), followed by Organizational communication () and Job Demand (). These findings emphasize the importance of strengthening organizational support, enhancing two-way communication transparency, and managing workloads in an integrated manner to boost operational employee engagement.


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