Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh perceived organizational support dan talent management terhadap employee performance dengan employee engagement sebagai variabel intervening pada PT PLN (Persero) UP2B Jatim. Responden penelitian ini berjumlah 56 karyawan tetap pada PT PLN (Persero) UP2B Jatim. Teknik pengambilan sampel menggunakan metode sampling jenuh, dan teknik analisis menggunakan Structural Equation Modelling (SEM)   dengan bantuan program Software Smart Partial Least Square (PLS).

Hasil penelitian menunjukkan bahwa perceived organizational support berpengaruh negatif dan tidak signifikan terhadap employee engangement, talent management berpengaruh positif dan signifikan terhadap employee engangement, perceived organizational support berpengaruh negatif dan tidak signifikan terhadap employee performance, talent management berpengaruh negatif dan tidak signifikan terhadap employee performance, employee engagement berpengaruh positif dan signifikan terhadap employee performance, perceived organizational support berpengaruh negatif dan tidak signifikan terhadap employee performance melalui employee engangement sebagai variabel intervening, talent management berpengaruh positif dan signifikan terhadap employee performance melalui employee engangement sebagai variabel intervening.

Kata Kunci: perceived organizational support, talent management, employee performance, employee engangement.

The purpose of this study was to determine how the influence of perceived organizational support and talent management on employee performance with employee engagement as an intervening variable at PT PLN (Persero) UP2B East Java. The respondents of this study were 56 permanent employees at PT PLN (Persero) UP2B East Java. The sampling technique uses the saturated sampling method, and the analysis technique uses Structural Equation Modeling (SEM) with the help of the Smart Partial Least Square (PLS) Software program.

The results showed that perceived organizational support had a negative and insignificant effect on employee engangement, talent management had a significant and positive effect on employee engangement, perceived organizational support had a negative and insignificant effect on employee performance, talent management had a negative and insignificant effect on employee performance, employee engagement has a positive and significant effect on employee performance, perceived organizational support has a negative and insignificant effect on employee performance through employee engagements as an intervening variable, talent management has a positive and significant effect on employee performance through employee engangement as an intervening variable.