Manjiri KunteParisa RungruangMahidol UniversitySTRR Engineering Co. Ltd2020-01-272020-01-272019-03-11International Journal of Organization Theory and Behavior. Vol.22, No.1 (2019), 2-2115324273109345372-s2.0-85061842376https://repository.li.mahidol.ac.th/handle/20.500.14594/50440© 2019, Emerald Publishing Limited. Purpose: The purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees. Design/methodology/approach: In this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement. Findings: The results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable. Research limitations/implications: This study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement. Originality/value: This is the first study employing the job demands resources model in a cross-sectional study in Thailand.Mahidol UniversityBusiness, Management and AccountingArticleSCOPUS10.1108/IJOTB-03-2018-0036