Strict protocol procedures have been adopted worldwide, to address the coronavirus (Covid-19) pandemic, including in health care systems have been reorganized to cope with the enormous increase in the numbers of acutely ill patients. in Rumah Sakit Pondok Indah (RSPI) during this period, the staff sick leave trend increased as much as 20% from April to September 2020. The absenteeism, in turn, affecting employee productivity. Hospital’s staff need to be healthy in the first place before they can help others. However, many of them refused to follow health procedures as addressed by RSPI management policy. This phenomenon was suspected because of the lack of engagement, leadership and low organizational culture. Although scholars have called for more inquiry on the antecedents of employee engagement in a work context including transformational leadership, little is known about the organization culture as moderator variables, respectively, which have been limited studied. This paper fills a literature gap by testing the organization culture as a moderator in the relationship between transformational leadership and employee engagement. The study utilized a quantitative survey of 60 staff in RSPI, and the data is analyzed using PLS-SEM. The result indicates that employee engagement has a high mean value, and transformational leadership positively impacts employee engagement. Surprisingly the organizational culture has no moderating effect on the relationship between transformational leadership and employee engagement. The study suggests that organisations can improve their employee enggament by enhancing the emotional motivation factors such as talk optimistically and enthusiastically about the future and what needs to be accomplished.

Keywords: Employee engagement, Transformational Leadership, Organizational culture, health industry