The Effect of Employee Engagement and Job Satisfaction on Effectiveness Through Organizational Changes: A Case Study of BLUD, East Java Province

Effectiveness in managing an organization is one of the important things that management wants to achieve, especially in connection with a dramatic or sudden organizational change that does not involve all components in the organization, in this case operational employees who will eventually be the backbone of the success or failure of organizational change. The attitude of employee engagement and job satisfaction of employees is expected to have a major influence on organizational effectiveness. The research objective is to analyze the effect of Employee Engagement, Job Satisfaction and organizational change on Organizational Effectiveness. The research was conducted at the Technical Implementation Unit of the Regional Public Service Agency (BLUD) in the Department of Agriculture and Food Security, East Java Province, with the number of respondents as many as 111 people. Based on the Path analysis, the research results show that the existence of Employee Engagement and Job Satisfaction of employees is very influential on Organizational Effectiveness, then job satisfaction also supports organizational change, so that employee job satisfaction and organizational change will have a greater effect than if there is no organizational change. But on the other hand, those related to employee engagement tend to have a big influence on organizational effectiveness if directly, without any organizational changes. then job satisfaction also supports organizational change, so that there is employee job satisfaction and added with organizational changes, the effect is greater than if there was no organizational change. But on the other hand, those related to employee engagement tend to have a big influence on organizational effectiveness if directly, without any organizational changes. then job satisfaction also supports organizational change, so that there is employee job satisfaction and added with organizational changes, the effect is greater than if there was no organizational change. But on the other hand, those related to employee engagement tend to have a big influence on organizational effectiveness if directly, without any organizational changes