As companies are shifting to digitalization, there have been growing numbers on studies related to the use of social media in enhancing employee engagement. However, there are still needs on research on the relationship between internal social media and employee engagement, specifically in Jakarta. Therefore, this research wants to examine the relationship between internal social media in the companies and employee engagement and explore how internal social media can make employees more engaged, an organization become more transparent, and how the employees are able to identify themselves with the organization. This research uses the Partial Least Square - Structural Equation Modeling (PLS-SEM) technique with SmartPLS program version 3.3.2. This research has 100 respondents from several companies in Jakarta that have adopted internal social media in the workplace. The data was collected from June, 5th 2020 to June, 21st 2020. This research finds that there is a significant and positive effect of the internal social media and employee engagement, internal social media to perceived organizational transparency, perceived organizational transparency to employee engagement, perceived organizational transparency to organizational identification, andorganizational identification to employee engagement. However, there is onehypothesis that is not supported by the data due to the respondents’ work ethics at their workplace. Suggestions in this research are companies should consider investing technology advancement, time, and resources to manage the perfect internal social media plan, and involving the leaders in internal social media to enhance the transparency of the organization. This research is expected to contribute to future studies observing similar variables and their relationships, as well as to benefit the companies, specifically in Jakarta, in developing and establishing the internal social media strategies in engaging employees.


Keywords: Employee Engagement, Industry 4.0, Internal Social Media, Organizational Identification, Perceived Organizational Transparency