Many consulting firms such as Gallup, Hewitt Associates, and Development Dimensions International stated that engaged employees can not only have better work performance but increase organizational effectiveness and profits as well. Accordingly, there was a need to find out what factors existing in organization can increase the level of employee engagement. However, due to cultural differences, the findings of previous research cannot be applied to the conditions in Taiwan directly. Therefore, this study aimed at examining the antecedents of employee engagement in Taiwan based on organizational perceptions. The results show that:

1.The relationships among job characteristics, organizational climate, trust and employee engagement are all positive.
2.Education level, tenure, department, number of employee in a company and industry have significant differences on employee’s perceptions of employee engagement.
3.Task identity, feedback, rewards, manager trust and organizational trust have positive related to employee engagement.

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