<![CDATA[This study aims to investigate the role of job engagement as an intervening variable and perceived organizational support as a moderating variable in the relationship between psychological well-being and job satisfaction of hospital employees. Using the Job Demands-Resources (JD-R) Model and Social Exchange Theory (SET) framework, this cross-sectional quantitative study sampled 124 employees of Lavalette Hospital in Malang City through a proportional stratified random sampling technique. Questionnaire data collection was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Empirical findings indicate that psychological well-being acts as a distal personal resource that requires job engagement as the primary conduit for job satisfaction, thus confirming the existence of a full mediation mechanism. Meanwhile, perceived organizational support acts as a job resource that has a significant direct impact on job satisfaction, but is not proven to strengthen or weaken the influence of psychological well-being on job satisfaction. The implications of this study recommend that managerial interventions be focused simultaneously but separately, namely through work role enrichment to boost work performance and providing flexible organizational support to create employee resilience and job satisfaction. ]]>
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