 Correspondence to : khansasyadina@gmail.com Received: September, 4, 2018 Revised: September, 20, 2018 Accepted: October,9, 2018 Journal of Research in Management Vol. 1, No. 4, 2018, pp. 12- 23 Published by Indonesian Research Society Published online 3 th December, 2018 at http://irs-managementstudies.com/index.php/irs INTRODUCTION Human resources are one of the most important assets of an organization's activities. Organizational success in carrying out its vision and mission cannot be separated from the interference of reliable human resources, because human resources are one of the determinants of organizational effectiveness. An organization is required to improve the quality of its resources. Through a good management system employees will be able to improve the quality of resources so that they will become dynamic organizations. However, the reality is that there are still many organizations that have problems due to human resources that actually make a collapse of the organization. Therefore, leaders and employees are required to have a commitment to support each other to achieve organizational goals. Robbins (2006: 94) says organizational commitment is the level at which employees associate themselves to an organization, and have a strong desire to maintain membership in the organization. Employees who are committed to serving the organization better, absenteeism and low motivation will decrease (Noordin et al., 2017). The importance of highly committed employees will be a loyal member, more eager to always be present at work, and reduce the level of employee delays, making it easier to achieve The Impact of Transformational Leadership and Peceived Organizational Support on Organizational Commitment: The Mediating Role of Employee Engagement KHANSA PUTRI SYADINA 1 , RATNO PURNOMO 2 , ADE IRMA ANGGRAENI 3 1,2,3Department of Management, Faculty of Economics and Business, Universitas Jenderal Soedirman, Indonesia Abstract This study aims to determine the influence of transfromational leadership, perceived organizational support, and employee engagement of organizational commitment. The survey was conducted at Inspectorate Bekasi. There were 57 respondents selected through purposive sampling method. Respondents are permanent employees in the organization and work for a minimum of five years. Based on the results of research by using multiple regression, and causal step mediation method, it can be conclude : (1) transformational leadership has a positive affects to employee engagement, (2) perceived organizational support has no positive affects to employee engagement, (3) transformational leadership has a positive affects to organizational commitment, (4) perceived organizational commitment has a positive affects to organizational commitment, (5) employee engagement has a positive affects to organizational commitment, (6) employee engagement mediates the relationship between transformational leadership towards organizational commitment, and (7) employee engagement doesn’t mediates the relationship between perceived organizational support towards organizational commitment. The implication of this research is if an organization has employees who instill a sense of employee engagement who always proud, enthusiasm of their work, and time feels fast at work will greatly affect organizational commitment. Then, if having a transformational leader that directs the mission to the organization, has a purpose, and expressed a sense of satisfaction in employees will be able to increase the sense of employee engagement and organizational commitment. In addition, organizations that concerning of employees welfare, pride in employees achievement, and appreciate the contribution of employees can also increase organizational commitment in Inspectorate Bekasi. Keywords Transformational Leadership, Perceived Organizational Support, Employee Engagement, Organizational Commitment