Comparative Study of Work Engagement among Private and Government-Owned Corporation Company: An Empirical Study across Plantation Companies in Indonesia


This research is part of basic research that aims to compare work engagement in terms of organizational justice and organizational culture in Government-Owned Corporation Company (BUMN) plantations and private plantation. This study seeks to investigate the differences in work engagement among the two different sectors of plantation companies. There are 759 subjects involved consisting of 371 employees from various BUMN plantations and 388 employees from several national private plantations The Utrech Work Engagement Scale is used to measure the level of employees’ work engagement. Data is processed using multilevel model analysis. The result of this analysis showed that employees' work engagement in both sectors are relatively the same and not significantly different. Furthermore, the company only contributed 4% of workers engagement. The most variation is in the employees themselves, which is 96% that require further investigation.


work engagement, employee, plantation company, BUMN, private sector


  • Anitha, J. (2014). Determinants of Employee Engagement and Their Impact on Employee Performance. International Journal of Productivity and Performance Management, 63(3): 308-323.
  • Balouch, R. (2014). Determinants of Job Satisfaction and its Impact on Employee Performance and Turnover Intentions. International Journal of learning & Development.4(2).
  • Bakker, A., & Evangelia, D. (2008). Towards a Model of Work Engagement. Career Development International, 209-223. doi:10.1108/1362043081087 0476
  • Desyani, A. (2012). Holding Perkebunan Rampung Februari. Retrieved from
  • Direktorat Jenderal Perkebunan. (2016). Statistik perkebunan Indonesia 2015 – 2017. Jakarta: Direktorat Jenderal Perkebunan. Diakses 4 November 2017
  • Gallup Organization. (2006). Engaged Employees Inspire Company Innovation: National Survey Finds that Passionate Workers are More Likely to Drive Organisations Forward. The Gallup Management journal. Retrieved from on 15 March 2015
  • Hadiyani, S. (2013). Peranan Komitmen Organisasi dan Employee Engagement terhadap Kesiapan Karyawan untuk Berubah. Vol.4, No. 1, 17- 33
  • Hadiyani, S., Zahreni, S., Ananda, F., 2017. Peranan Keadilan Organisasi Terhadap Employee Engagement di Masa Perubahan Organisasi. Prosiding Seminar Ilmiah Dies Natalis Universitas Sumatera Utara 65.
  • Herzberg.(1959). The motivation to work. USA: John Wiley & Sons, Inc..
  • Isriadi, Thomas. (2012). Kaitan antara Kebahagiaan Pekerja dan Employee Engagement Studi Empirikal. Vol. 4, No. 2.
  • Karl, K.A., & Sutton, C.L. (1998). Job values in today’s workforce: A comparison of public and private sector employees. Public Personnel Management, vol.27, No. 4, pg. 515
  • Kreft, I., & de Leeuw, J. (1998). Introducing multilevel modeling. Thousand Oaks, CA: Sage.
  • McBain, R. (2007) The practice of engagement: research into current employee engagement practice. Strategic HR review, 6(6). 16-19. doi: 10.1108/147 54390780001011
  • Meidani, E.A., (1991) Comparative studi of Herzberg’s two factor theory of job satisfaction among public and private sector. Vol.20. Issue 4 .. doi: 10.1177/009102609102000405
  • Prihutami, N. D., Hubeis, M. & Puspitawati, H. (2015). Strategi human capital group department dalam mengembangkan keterikatan karyawan (employee engagement) (studi kasus: Unit operasional PT. Bumitama Gunajaya Agro). Jurnal Aplikasi Managemen. 13(4); 634-642.
  • PJB. (2017). Indonesia Most Admired Companies Award 2017. Retrieved from
  • Rofanna, D.Y. (2013). Membangun Employee Engagement. Portal Sistem Informasi Manajemen PT. Perkebunan Nusantara XII. Retrieved from
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.doi: 10.1108/02683940610690169.
  • Schaufeli, W. (2013). What is engagement? Employee engagement in theory and practice. Retrieved from
  • Schaufeli, W & Bakker, A. (2004). Job demands and job resources and their relationship with burnout and employee engagement : A multiple-sample study relationship with burnout and. Journal of organizational behavior, 25, 293–315. Retrieved from
  • Schaufeli, W.B., Salanova, M., González-romá, & Bakker, A.B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of happiness studies,3(1). 71–92.doi: 10.1023/A:1015630930326
  • Smith, Gemma R, Carl Markwick. (2009). Employee engagement - a review of current thinking. United Kingdom: Institute for Employment Studies.
  • Zahreni, S., Hadiyani, S., Ananda, F., 2017. The Effects of Job Insecurity and Organizational Justice on Plantation Employees’Work Engagement. E journal of The Social Sciences Research ISSR 2017. Diakses dari :