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Purpose – The aim of the study was to analyze individual and\udsituational antecedents of work engagement. More specifically, we\udpropose that engagement is influenced by individual differences,\udmeasured by a construct called core self-evaluations, by human resourcemanagement practices, and by leader-member exchange quality.Moreover, we investigate the relationship between engagement and turnover intention.\ud\udDesign/methodology/approach – The hypotheses were tested\udthrough multiple regression analysis with a sample of 299 professionals employed by public and private organizations of different sizes and sectors of the Brazilian economy.\ud\udFindings – All hypotheses were confirmed. More specifically, work\udengagement was positive and significantly related to participants’ core self-evaluations, human resource management practices, and leadermember exchange quality. A negative and significant relationship between engagement and turnover intention was also found.\ud\udOriginality/value – Results showed that both HR practices and\udleader-member exchange quality can influence employee engagement, highlighting the importance of investments in these fields. Since engagement was also associated with individual differences, establishing an engaged workforce might require selection strategies that privilege employees who are more positive about themselves.\u

Work engagement: Individual and situational antecedents and its relationship with turnover intention