On the other hand, the motivational process relates to job resources. For example, adequate job resources stimulate worker motivation and leads to engagement which, in turn, generates positive work outcomes that impact on the individual and the organization (e.g., through increased work performance and commitment). Job resources are the most important predictors of engagement [60,62,64]. This construct is defined as a "positive, work-related state of mind characterized by vigor, dedication and absorption" [65] (p. 4), with vigor and dedication being the core dimensions of engagement [60,62,66]. Therefore, work environments that promote resources stimulate the intrinsic motivation of workers and, in turn, increase, their involvement and effort toward tasks, thus achieving greater well-being and better organizational results. Thus, we predict the following