Abstract
This study examined the relationships between job resources, work engagement, and turnover intention. Based on the Job Demands-Resources model, it was hypothesised that job resources (autonomy, supervisory support, and career development) are the most important factors in determining employee's work engagement (vigour, dedication, absorption) which in turn may or may not lead to turnover intention. Through literature review and theories such as; self-determination theory, social exchange theory and Herzberg theory, different authors have supported their views on this topic which is presented through this study. The study was conducted among 173 respondents across different countries, cultures, and background. Findings confirmed that workers who expect to perform successfully work with absorption, vigour, and dedication. Employee engagement in Africa and Asia is viewed as a process supported by engagement drivers such as supervisory support, communication, career development, and empowerment to make decision.