Pengaruh pemberdayaan dan keterlekatan karyawan terhadap kepuasan kerja, komitmen organisasional dan dampaknya terhadap kinerja pt perkebunan nusantara v

PT Perkebunan Nusantara V is one of the subsidiaries of the holding company BUMN plantation PTPN III (Persero). The company with the main commodities of palm oil and rubber, all work areas are in the Riau Province. PTPN V as a plantation BUMN is a labor-intensive company whose activities involve a lot of labor. For this reason, HR management is needed not only to pay attention to efficiency and work effectiveness, but also to recognize the importance of HR values, competencies and potentials because the performance dynamics of a company are very much determined by Human Resources in it. The study aims to test and prove empirically the effect empowerment and employee engagement to job satisfaction, organizational commitment and it’s impact on performance PT Perkebunan Nusantara V. The study population was employees who worked in the estate especially those in the afdeling PT Perkebunan Nusantara V Riau. Afdeling or division is the smallest unit the estate which is an administrative area that manages agronomic plantations with an area of between 500-1000 hectares. The sample in this study were 360 respondents. Employees who are respondents are staff employee and non staff employee at supervisor level. The research sample was taken by purposive sampling. Data collection techniques used are by providing questionnaires and interviews. Then the collected data were analyzed using descriptive analysis and processed using Structural Equation Model (SEM) with Partial Least Square (PLS) programs. The latent variables in this study are empowerment, employee engagement, job satisfaction, organizational commitment and performance. The results of this study indicate that: (1) the empowerment has no significant effect on the job satisfaction (2) the empowerment has no significant effect on the organizational commitment; (3) the employee engagement has a significant effect on the job satisfaction (4) the employee engagement has a significant effect on the organizational commitment; (5) the job satisfaction has no significant effect on the performance; and (6) the organizational commitment has no significant effect on the performance