This research aims to explain the impact of organizational culture and perceived organizational support on employee engagement. This research uses a quantitative approach. Data collection is conducted through a survey of 131 employees of PT. Terminal Petikemas Surabaya. Sampling techniues in this study used incidental sampling. Analysis of research data was conducted using multiple linear regression analysis techniques. The results showed that organizational culture and Perceived Organizational Support both partially and simultaneously could increase employee engagement. Employee behavior that demonstrated high engagement could be seen from a passion for work (vigor), high dedication to work (dedication), and was able to exert its concentration to stay focused on completing tasks (absorption). The results of the study also showed that the level of employee absorption to the job, in this case exerting concentration, remained focused on the completion of the task that was the responsibility (absorption) was more dominant than the employee aspect other engagement apps. In addition, the role of organizational culture to improve employee engagement was also quite large compared to increasing employee engagement. The researchers thus recommend that HR managers should evaluate the effectiveness of organizational culture implementation and perceived organizational support to increase employee engagement at PT. Terminal Petikemas Surabaya.

<p><strong>A</strong><strong>bstract</strong><strong>. </strong>Human resources have an important role as the driving wheel of the company in order to achieve a goal owned by the company. Therefore, the purpose of this research is to know the influence of quality of work life and transformational leadership style together to employee engagement on employee CV. X Branches Tulungagung and Blitar districts. Hypothesis proposed in this research is There is influence of quality of work life and transformational leadership style to employee engagement at employee CV. X Branches Tulungagung and Blitar districts. The population in this study amounted to 43 people, with a total sample of 37 people. Sampling technique in this research is by purposive sampling technique. Based on the value of significance 0.000 &lt; 0,05 so it can be concluded that the value of regression coefficient is significant (significant model) which means together independent variable that is Quality of Work Life (X1) and Transformational Leadership (X2) have influence which is significant to the dependent variable that is Employee Engagement (Y). Based on the summary table can be seen that the value of R Square shows 0.687. Thus it can be seen that the magnitude of influence variable quality of work life and transformational leadership together to employee engagement is equal to 68.7%. In other words, the hypothesis in this study is accepted.</p>

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Human resources have an important role as the driving wheel of the company in order to achieve a goal owned by the company. Therefore, to achieve the objectives of the company then it takes human resources that are proactive, have initiative, responsible and have high performance standards and also dedicated, in other words the company requires an employee who is engaged. The purpose of this research is to know the influence of quality of work life and transformational leadership style together to employee engagement on employee CV. X Branches Tulungagung and Blitar districts. Hypothesis proposed in this research is There is influence of quality of work life and transformational leadership style to employee engagement at employee CV. X Branches Tulungagung and Blitar districts. The population in this study amounted to 43 people, with a total sample of 37 people. Sampling technique in this research is by purposive sampling technique. Where Purposive Sampling is a technique of determining the sample with a particular consideration that is owned by the researcher. Based on the value of significance in the anova table is 0.000 <0,05 so it can be concluded that the value of regression coefficient is significant (significant model) which means together independent variable that is quality of work life (X1) and transformational leadership (X2) have influence Which is significant to the dependent variable that is employee engagement (Y). Based on the summary table can be seen that the value of R Square shows 0.687. Thus it can be seen that the magnitude of influence variable quality of work life and transformational leadership together to employee engagement is equal to 68.7%. In other words, the hypothesis in this study is accepted.