Work engagement has become a central concern in academic institutions, particularly within 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.