Contemporary evolution of forms of organizing work, mainly dealing with personnel management, lies on principles that suggest effort and aggregation of value to an organization on behalf of productivity, rentability, and competitiveness. Presently, having an engaged workforce has become a priority for business. Engagement concerns a positive motivational construct characterized by vigor,
... [Show full abstract] dedication, and absorption, as it is related to work, which implies a feeling of fulfillment, involving a positive cognitive state persistent in time and presenting a motivational and social nature. Thus, the workforce is characterized by a high level of energy and strong identification with its own work. The development of work engagement is associated with some factors found in literature such as social support, work performance, personal resources (such as self-efficacy and self-esteem), positive psychological capital, beliefs, kind of confrontation employed, optimism, organizational resources and demands, satisfaction of customers, and resiliency. One can assert that the promotion of work engagement modulates the direct effects of organizational resources on performance, well-being, and quality of life in general, benefiting not only individuals but also organizations, generating a competitive advantage for them. In Brazil, few authors have researched work engagement in the organizational scene. The chapter makes a review of the main research findings on work engagement involving Brazilian and international studies, presents practical implications of those findings, and discusses the role of personnel management and possible interventions on the promotion of engagement.