This study aimed to examine the antecedents and consequences of job engagement among the employees of state universities in Tabriz. Statistical population included all 3168 employees of the state universities of Tabriz. Using stratified random sampling, 450 employees were selected as the sample. To gather data, seven standard questionnaires were used. To analyze data and test the relationships of the variables for a structural model, confirmatory factor analysis and structural equation modelling methods were used. Results showed that there was a positive and causal correlation between job fit, reward and recognition, and job engagement (r=0.53, r=0.48, p<0.01). Based on the results, a positive and causal correlation was found between the consequences of discretionary efforts (r =0.28), ethics (r =0.25), job performance (r =0.18), and job engagement; while, job engagement had a negative and causal correlation with intention to quit (r = -0.32).

Bates, S. (2004). Getting engaged. HR Magazine, 49(2), 44-51.

Baumruk, R. (2004). The missing link: the role of employee engagement in business success. Workspan, Vol. 47, pp. 48-52.

Church, A.H., and Waclawski, J. (1998). Designing and using organizational surveys. San Francisco: Jossey-Bass.

Colarelli, S.M. (1984). Methods of communication and mediating processes in realistic job previews, Journal of Applied Psychology, Vol. 69, 633-42.

Czarnowsky, M. (2008). Learning’s role in employee engagement: An ASTD research study. Alexandria, VA: American Society for Training & Development.

Elankumaran, S. (2004). Personality organizational climate and job engagement; an empirical study. Journal of Human Values, 31, 25.

Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2, 300-319.

Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279.

Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.

Kahn, W. (1992). To be fully there: Psychological presence at work. Human Relations, 45, 321-349.

Kanungo, R. N. (1982b). Work alienation, New York, Praeger.

Lloyd, R. (2008). Discretionary effort and the performance domain.The Australian and New Zealand Journal of Organizational Psychology, 1, 22-34.

Lockwood, N. R. (2007). Leveraging employee engagement for a competitive advantage. Alexandria, VA: Society for Human Resource Management.

Macey, W. H. and Schneider, B. (2008). Engaged in engagement: We Are Delighted We Did It. Industrial and Organizational Psychology 1:10.1111/iops.2008.1.issue-1, 76-83.

Masalimova, A.R. & Chibakov, A.S. (2016). Experimental Analytical Model of Conditions and Quality Control of Vocational Training of Workers and Specialists. IEJME-Mathematics Education, 11(6), 1796-1808.

Maslach, C., & Leiter, M. P. (2008). Early predictors of job burnout and engagement. Journal of Applied Psychology, 93, 498-512.

Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52,

Maslow, A. (1970). Motivation and personality (2nd ed). New York: Harper and Row.

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage

Naumann, S.E., & Bennett, N. (2000). A case for procedural justice climate: Development and test of multi-level model. Academy of Management Journal, 43, 881-889.

Parker, C.P. Baltez, B.B., Young. S.A., Huff, J.W. Altmann, R.A. & Lacost, H.A. (2003). Relationships between psychological climateperceptions and work outcomes: A meta-analytic review. Journal of Organizational Behavior, 24, 389-416.

Raymond T, & Mjoli T. (2013). The relationship between job engagement, job satisfaction and organizational commitment among lower level employees at a motor-car manufacturing company in Eastern London, South Africa. Journal of Business & Economic Management, 6: 25-35.

Reeve, C. L., & Smith, C. S. (2001). Refining Lodahl and Kejner’s job Involvement Scale with a convergent evidence approach: Applying multiple methods to multiple samples. Organization Research Methods, 4 (2), 91-111.

Resick, C. J., Baltes, B. B., & Shantz, C. W. (2007). Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92, 1446-1455.

Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836.

Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36-9.

Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600-619.

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293.

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational & Psychological Measurement, 66, 701.

Shantz, A., Alfes, K., Truss, C., and Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours. The International Journal of Human Resource Management, 24, 2608-2627.

Shuck, B., Thomas, G. Reio, Jr & Tonette, S. R. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445.

Smith, K. K., & Berg, D. N. (1987). Paradoxes of group life. San Francisco: Jossey Bass

Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88, 518–528.

Steel, R. P., & Ovalle, N. K. (1984). A review of the meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69, 673.

Thomas, C. H. (2007). A new measurement scale for employee engagement: Scale development, pilot test, and replication. Academy of Management Proceedings, 1¬6, 6.

Wagner, R., & Harter, J. K. (2006). The great elements of managing. Washington, DC: The Gallup Organization.

Welbourne, T. (2007). Engagement: Beyond the fad in to the executive suite. Leader to Leader, 44, 45-51.