The Relationship Between Work Engagement and Job Satisfaction

Abstract

This study investigates the relationship between work engagement and job satisfaction among civil servants at the Department of Community and Village Empowerment (Dinas PMD) in Indragiri Hilir Regency, Indonesia. Using a quantitative approach and Partial Least Squares Structural Equation Modeling (PLS-SEM), data were collected from 78 employees through structured questionnaires that measured three dimensions of engagement—vigor, dedication, and absorption—as well as overall job satisfaction. The findings reveal a significant positive relationship between work engagement and job satisfaction, with dedication emerging as the strongest predictor. Employees who feel proud, involved, and emotionally connected to their work report higher satisfaction levels compared to those with lower engagement levels. The results underscore the theoretical relevance of Social Exchange Theory and the Job Demands–Resources model in explaining motivational dynamics in the public sector. Practical implications suggest that public institutions should invest in leadership development, participatory job design, and psychological support systems to foster engagement. By doing so, they can enhance employee satisfaction, improve public service delivery, and strengthen institutional performance. This study contributes to the limited literature on psychological constructs in government settings and offers actionable strategies for HR reform in bureaucratic organizations.