Attribution-ShareAlike 4.0 International (CC BY-SA 4.0) Vol. 03, No. 03, March 2023 e-ISSN: 2807-8691 | p-ISSN: 2807-839X IJSSR Page 746 https://doi.org/ 10.46799/ijssr.v3i3.306 This work is licensed under a Attribution-ShareAlike 4.0 International (CC BY-SA 4.0) The Role of Work Engagement in Mediating Perceived Organizational Support and Organizational Commitment Relationship to Organizational Citizenship Behavior Muhammad Risal Tawil*, Mattalatta, Baharuddin, Akmal Umar STIE Amkop Makassar, South Sulawesi, Indonesia Email: risaltawil@gmail.com* Article Information ABSTRACT Received: February 19, 2023 Revised: February 28, 2023 Approved: March 20, 2023 Online: March 24, 2023 This paper reviews the important role ofwork engagement (WE) in bridging the relationship between perceived organizational support (POS) and organizational commitment (OC) on organizational citizenship behavior (OCB) to private university lecturers. WE is one of the positive behaviors in the form of positive engagement cognitively, emotionally, and physically to increase productivity and morale. High WE is the main capital in creating lecturer OCB.Several previous studies have shown that high POS and OC have not consistently resulted in good OCB.With these considerations in mind, this study presents a WE thatbelieved to be able to strengthen POS and OC relations with OCB. It is hoped that this paper will provide a new perspective on the role of WE and other factors that can improve OCB for lecturers at private tertiary institutions. This study uses a quantitative approach and descriptive design. The research respondents were lecturers spread across 7 tertiary institutions in Baubau City. While data collection was carried out using digital instruments in the form of google forms which were distributed and managed to collect a sample of 257 respondents. The results of this study indicate thatWE has a significant positive influence in bridging the relationship between POS and OC towards OCB.This study suggests paying more attention to WE and OC because they have been proven to significantly contribute to increasing OCB in private university lecturers. Keywords work engagement; perceived organizational support; organizational commitment; organizational citizenship behavior INTRODUCTION Human resources are an important capital for an organization. As the main resource, the lecturer acts as a driving force for all the potential that the organization has (Mousa & Othman, 2020; Zhou et al., 2020). In addition to implementing all the dharma that exist in higher education organizations, lecturers also have a position as a determinant of the continuity of quality management functions and processes in tertiary institutions (Arwildayanto et al., 2020; Kahar et al., 2020). Therefore, lecturers are decisive in achieving optimal tertiary performance. Given the importance of the role of lecturers in tertiary institutions, this study specifically examines the factors that influence organizational citizenship behavior (OCB) as a form of positive behavior that can have an impact on improving university performance (Dai et al., 2021; Yan et al., 2021). The results of a review of previous studies show that there are still inconsistencies in the findings of researchers, where some of them state thatperceived organizational support (POS) and organizational commitment (OC) have an impact on increasing organizational citizenship behavior (OCB) (Hanapi et al., 2020; Piotrowski et al., 2020; Riyanto et al., 2021; Safitri & Riyanto, 2020;WG Kim et al., 2020; López-Cabarcos et al., 2020), but some others reported that POS and OC did not have a significant effect on increasing OCB (Jehanzeb, 2020; Morales-Sánchez & Pasamar, 2020;El Shaer, 2019; Junawar et al., 2020). This reason