<![CDATA[Background: Low work engagement may lead to decreased performance, increased work-related stress, and higher turnover intention. In outsourcing companies, where job insecurity and limited organizational attachment are common, personal and organizational resources become critical factors. This study aimed to examine the relationship between mindfulness as a personal resource and perceived organizational support as a job resource with work engagement among workers at PT X, an outsourcing service company in Jakarta..Methods: This study employed a cross-sectional approach using purposive sampling. Three validated measurement instruments were used in this study, namely the Mindful Attention Awareness Scale (MAAS) to measure mindfulness, the Perceived Organizational Support Scale (POS-8) to measure perceived organizational support, and the Utrecht Work Engagement Scale (UWES-9) to measure work engagement. For bivariate analysis, associations between variables were tested using the Chi-Square test or Fisher’s Exact test, with p < 0.05 considered statistically significant.Result: Results indicated that 57.5% of respondents had low work engagement. Significant relationships were found between mindfulness and work engagement (p-value = 0.040; POR = 0.360, 95% CI: 0.138–0.937), and between POS and work engagement (p-value = 0.037; POR = 2.618, 95% CI: 1.048–6.540).Conclusion: This study highlights the importance of integrating personal and organizational resources to enhance work engagement. Mindfulness and perceived organizational support play important roles in shaping positive work-related psychological conditions, as well as strengthening organizational support practices to improve employee well-being and work engagement.]]>
