The Effect of Interpersonal Communication and Organizational Trust on Employee Engagement and Their Impact on Job Performance

: This pre-research was conducted with the aim of building a research hypothesis using a descriptive method. In knowing the variables that affect Employee Engagement and Job Performance, a review of previous research is carried out. The preparation of this article for the authors is intended to build hypotheses in seeking influence among several variables that can be used as objects of further research. The results of writing this article show that: 1) Interpersonal Communication has an influence on Employee Engagement; 2) Interpersonal Communication influences Job Performance; 3) Organizational Trust affects Employee Engagement; 4) Organizational Trust has an influence on Job Performance; 5) Employee Engagement has an influence on Job Performance.

Research developed by (Lienardo & Setiawan, 2017) said that organizational trust has a significant effect on employee engagement. This is in line with research developed by (Akbar, 2020a)say that organizational trust has a positive influence on Employee Engagement. While the research developed by (Saroh & Ekhsan, 2021) said Organizational trust has a positive and significant influence on job performance.
To compile relevant research articles, a theory is needed that can strengthen the research model that is built and the relationship between variables in making hypotheses that are included in the discussion of research results. Specifically, this article discusses the influencing factorsEmployee Engagement and Job Performance, as part of the human resource management literature study. There are many influencing variablesEmployee Engagement and Job Performance therefore in this article not all of these factors are discussed but only some of the dominant factors which will be the focus of study in this article.
From latar Back in writing this article, the authors formulated the problems to be discussed in order to build hypotheses for further research, namely:

THEORITICAL REVIEW Employee Engagement
Employees are the prime mover of a company, therefore employee involvement cannot be separated from company performance. Employees who have high enthusiasm, are actively involved in it, and are willing to give their best time and effort, and are proactive in the work environment will be more productive when compared to other employees. Employee Engagement is a very important factor for the success of a company. Those who have high engagement will spend longer time doing productive work.
Employee engagement is a person's enthusiasm for a job, passionate and enthusiastic and involved in work activities, loves work and is motivated by work, has a tendency to work harder, and feels himself an important part of the organization so as to produce satisfactory performance (Muliana & Rahmi, 2019). Another similar opinion fromRobinson et al., (2004)which states that employee engagement is any positive attitude from employees on the values of the organization and the company where they work.
Furthermore, Febriansyah and Ginting (2020) provide an explanation that there are 7 dimensions of employee engagement, including: a. Energy, both in the form of physical and psychological energy. b. Pride of the institution c. Intention to stay with the company d. Proactive attitude e. Constructive criticism f. Durability g. Promote the institution In previous studies, variablesEmployee Engagementhas often become a variable that is the object of research, some of which are carried out by (Ponti, 2019), (Khalimah, 2021), (Gift & Hadi, nd).

Organizational Trusts
Trust in the organization is so important to the progress of the organization and members of the organization can continue to contribute. Trust is defined as a sense of comfort in a relationship of interdependence based on the belief that the other party is reliable, honest, kind, open, and competent to fulfill whatever we rely on him to provide (Tschannen-Mora, 2011). Trust as a form of personality which is an expectation on which the words and actions of others can be relied upon (Rotter, 1967 (2010) is the complete trust of employees in the organization in communicating and behaving competently, full of openness and honesty, caring, reliable, worthy of identifying with goals, norms, and values score. This shows that when an employee believes in his organization, he will work hard and will show initiative to achieve organizational benefits.

WRITING METHOD
The author uses qualitative methods and Library Research for the preparation of this article. Specifically conducting theoretical studies and looking for relationships or influences between one variable and another variable sourced from books and journals both offline in the library and online from the Mendeley search engine, Scholar Google, and other online media.
Literature review has a very important role in a research. Literature review is a fundamental reference for researchers before conducting research. It can also be said that literature review is the first entry point for researchers in observing phenomena in the field.In qualitative research, literature is a link for researchers in obtaining a theoretical basis for construction, literature review or theoretical studies.

DISCUSSION
The discussion of this literature review article is based on relevant theoretical studies and previous research, therefore the discussion in the Human Resource Management concentration includes:

The Effect of Interpersonal Communication on Employee Engagement
Interpersonal Communication has an effect on Employee Engagement, where the dimensions or indicators of Interpersonal Communication (Affinity, Respect, Immediacy, Control) influence on the dimensions or indicators of Employee Engagement (Energy both physically and psychologically, pride in the institution, intention to stay in the company, proactive attitude of employees, constructive criticism, endurance, promoting the institution).
According to Macleod and Clarke inGift & Hadi, nd (2022), engagement starts from the company's internal communication. One of the challenges in communication is Employee Engagement. This is because within the company's internal engagement is related to behavior and communication. Interpersonal Communication is a very important part of building connections between one another, such as communication between managers, employees, and others. The lack of communication built within the corporate environment will result in low employee engagement.

The Effect of Employee Engagement on Job Performance
Employee Engagement has an effect on Job Performance, where the dimensions or indicators of Employee Engagement (Energy both physically and psychologically, pride in the institution, intention to stay in the company, employee proactiveness, constructive criticism, endurance, promoting the institution)effect on the dimensions or indicators of Job Performance (The quantity or amount of individual work, the quality of employee work, the timeliness of employees working, the presence of employees in carrying out work with discipline, and the ability of employees to work together as a team at work).
Employees who are engaged in work are those who feel truly involved and enthusiastic about their work and organization. Employee Engagement, namely the willingness of employees' abilities to be involved in the company's success, namely when employees want to try their best to complete their work and are able to use all their energy and thoughts and are willing and willing to work overtime, (Handoyo & Setiawan, 2017).

CONCLUSIONS AND RECOMMENDATIONS Conclusion
Based on theoretical studies, relevant articles and the results of the discussion above, hypotheses can be formulated for further research: 1. Interpersonal Communication influences Employee Engagement. 2. Interpersonal Communication influences Job Performance. 3. Organizational Trust influences Employee Engagement. 4. Organizational Trust influences Job Performance. 5. Employee Engagement has an effect on Job Performance.

Suggestion
From the conclusions above, it is said that Interpersonal Communication and Organizational Trust are one of the many factors that have a strong influence on Employee Engagement and Job Performance in an organization or company, but not only that, there are many other factors that influence it. Therefore, the suggestion in this article is that further