Work engagement in employees can be characterized by an attitude that tends to be enthusiastic and enthusiastic
in working, finishing well and cross-checking, being immersed in work, considering difficult work as a challenge that must be completed, striving for the best final results. Perceived organizational support is one of the factors that plays a role in work engagement. This research aims to examine the relationship between perceived organizational support and work engagement of company staff level employees in Solo. The novelty of this research lies in the sampling technique and research location which is different from previous researchers. The method in this research uses quantitative correlation with a sampling technique in the form of cluster random sampling, totaling 110 employees. The scale used is in the form of a Likert, namely perceived organizational support 19 items with a reliability value (α = 0.924) and work engagement 26 items with a reliability value (α = 0.881). Data analysis in this study used Pearson Product Moment with a correlation coefficient of 0.621 and sig 0.000, so the hypothesis was accepted. This means that perceived organizational support and work engagement have a positive relationship with staff level employees. The implications of this research require increasing work engagement by means of companies that need to pay attention to and develop perceived organizational support, especially for employees who have low perceived organizational support. Providing this support will create a good perception so that employee performance will be better and can achieve company goals.
Keyword:

Employees;
Perceived Organizational Support; Work Engagement