Nigerian public universities where systemic challenges undermine staff morale and performance.

This study investigated the predictive roles of psychological hardiness and perceived supervisor

support on work engagement among academic staff of Rev. Fr. Moses Orshio Adasu

University, Makurdi (MOAUM), with mindfulness examined as a mediating variable.

Drawing on the Job Demands-Resources (JD-R) model, the study adopted a cross-sectional

survey design with a sample of 100 academic staff selected using a multi-stage stratified

random sampling method.

Standardized instruments including the Utrecht Work Engagement

Scale (UWES-9), Dispositional Resilience Scale (DRS-15), Perceived Supervisor Support

Scale (PSS), and the Five Facet Mindfulness Questionnaire (FFMQ-15) were used to assess

the variables. Data were analyzed using multiple regression, and Hayes’ PROCESS macro

for mediation analysis. Results indicated that both hardiness and supervisor support

significantly predicted work engagement, accounting for 15% of the variance. However, when

mindfulness was introduced as a mediator, only hardiness remained a significant predictor.

Mediation analysis revealed that mindfulness significantly mediated the relationship between

hardiness and work engagement, and partially mediated the prediction of supervisor support.

These findings underscore the importance of psychological and interpersonal resources in

promoting work engagement, and highlighted mindfulness as a key psychological mechanism

linking these factors to work outcomes. The study contributes to the JD-R model by identifying

mindfulness as a valuable mediator and offers practical implications for resilience training,

leadership development, and mindfulness-based interventions aimed at enhancing staff wellbeing

and institutional productivity.