Social Responsibility, Professional Ethics, and Management Proceedings of the 11th International Conference Ankara, Turkey, 24–27 November 2010 2010 ENDORSING EMPLOYEE ENGAGEMENT THROUGH HUMAN CAPITAL APPROACH. AN EMPIRICAL RESEARCH Hary Febriansyah, University of Innsbruck, Austria Hary.Febriansyah@uibk.ac.at ABSTRACT Giving a special treatment for employees in order to develop competences and engagement are still significant problem in human resources management in the developing countries. To counter those problems, researchers and practices have been implementing human capital and employee engagement approach. This paper elaborates the employee engagement factors. We share 1274 questionnaires as primary data in which respondents are management and operational staffs. Moreover, we use quantitative method in factor analysis, to analyze all the information. The findings are employee engagement can be endorsed by current career intention, equal opportunity and fair treatment, and communication. We are using human capital approach to analyze the findings. Further from this research, we offer a platform to develop strategies in employee engagement. Keywords: Human capital, employee engagement, current career intention, equal opportunity and fair treatment, and communication INTRODUCTION Today, society and business are witnessing unprecedented change in an increasingly global market place; with many companies competing for talent people who are have high performance and high competence in workplace (Berger & Berger 2004). Almost organizations in the world are moving forward into a boundaryless environment, the ability to attract, engage, develop and retain talent will become increasingly important. A boundaryless environment in organizations are reffering to free movement of ideas, information, decisions, talent, rewards, and action (Ashkenas et al., 1995). In the new economy, competition is global, capital is abundant, ideas are developed quickly and cheaply, and people are willing to change jobs often (Fishman 1998). The company who cannot provide a good treatment for their employees, will lost their talented people. Employee engagement is becoming a popular term among human resource management and development consultants, internal communications practitioners, and business conference presenters and has gained considerable popularity in the past 20 years yet it remains inconsistently defined and 969