Proceeding of the 5 th International Conference on Management and Muamalah 2018 (ICoMM 2018) e-ISBN: 978-967-2122-52-4 258 Employee Engagement in Public Organizations in Malaysia ZURAINA DATO MANSOR Faculty of Economics and Management Universiti Putra Malaysia email: drzurainadm@gmail.com NOR SIAH JAHARUDIN Department of Management and Marketing Faculty of Economics and Management Universiti Putra Malaysia email: norsiah_upm@upm.edu.my NORLELYY MAT NATA Ministry of Education, Putrajaya, Malaysia email: norlelyy1182@gmail.com ABSTRACT Organizations competing for talent in today’s strong job market are increasingly putting their attention to prevent fatigue and burnout and improve employee engagement. However, the challenges are intact and with so many variables that can influence and degrade engagement make it more difficult to determine which factors to be given focus and attention. Employee engagement can give effects to overall organization performance. Lack of understanding towards the influence of employee engagement can cause employers or managers not able to take appropriate and correct actions to improve employee motivation and performance. This paper is written to discuss the factors that influence engagement in the Public organizations in Malaysia. The respondents for this study were those who works in fourteen ministries in Putrajaya. A total of 259 respondents have participated in this study. We found that factors such as career development, supervisor and subordinate relationship have a positive and moderate strength relationship with employee engagement. While another factor, work life balance, has a positive but low strength relative to employee engagement. The result suggested that the government has managed its staff career development and this has led to their engagement with their organisations. Keywords: Factors, Employee Engagement, Public Organizations, Malaysia INTRODUCTION Employee engagement is very important however many organizations often overlooked its influences to the overall success business as well as its people. In reality, many professionals and even scholars have agreed that highly engaged employees can transform the company, boosting productivity and innovation and encouraging greater collaboration and discretionary effort. Employee engagement also can be a crucial factor that attracts and retains talents from inside and out of the nation. Lin & Lee Ping (2016) cited from Quah (2014) who stated that one out of two Malaysian employers deemed people issues as the top business challenge,