<![CDATA[Abstrak: Budaya perusahaan kontraktor telekomunikasi Jepang tidak tampak diadopsi oleh perusahaan Indonesia sejenis alihan perusahaan Jepang. Mayoritas karyawan adalah orang - orang yang telah berpengalaman di bidangnya dan pernah menjalani cara kerja mengikuti budaya perusahaan Jepang, namun nilai nilai positif yang pernah mereka jalani saat mereka bekerja di perusahaan Jepang tidak terlihat di perusahaan alihan tersebut. Karyawan cenderung bersikap pasif, mementingkan kepentingan pribadi, terlambat datang kekantor, menunda penyelesaian pekerjaan. Penelitian ini bertujuan untuk menguji pengaruh budaya organisasi terhadap employee engagement di perusahaan Indonesia alihan perusahaan Jepang. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Harapan: mengukur pengaruh budaya organisasi terhadap employee engagement, menghasilkan kebijakan perusahaan untuk meningkatkan employee engagement, peningkatan kualitas sumber daya manusia. Hasil penelitian menunjukkan bahwa terdapat hubungan positif antara budaya organisasi dengan employee engagement yang ditunujukkan dengan nilai r = 0,377. Kontribusi yang disumbangkan budaya organisasi (X ) terhadap employee engagement (Y) sebesar 0,142. Artinya pengaruh budaya organisasi terhadap employee engagement adalah sebesar 14,2%, sisanya sebesar 85,8% dipengaruhi oleh faktor lain. Kata kunci: budaya organisasi, employee engagement, sumber daya manusia Abstract: Indonesian diverted Japanese telecommunication contractor companies do not seem to adopt the company culture of their Japanese counterpart. Their majority of employees are persons who are experienced in their fields and are familiar with the way of working according to the Japanese corporate culture, but the positive values that they have adopted are not seen anymore within the redirected companies they are currenctly in. Employees tend to be passive, prioritizing individual interests, late in coming to the office, and delaying completion of work. This study aims to examine the influence of organizational culture on employees engagement in Indonesian diverted Japanese companies. The method used in this research is quantitative method. Measuring the influence of organizational culture on employee engagement hopes to result an increase of employee engagement and human resources quality through company policy. Research result showed positive relation between organizational culture and employee engagement with r value of 0.377. Contribution of organizational culture (X) on employee engagement (Y) is 0,142. This means that the influence of organizational culture on employee engagement is 14.2%, while the remaining 85.8% is influenced by other factors. Keywords: organization culture, employee engagement, human resources.]]>
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