The purpose of this article is to investigate how work engagement mediates the relationship between career adaptability and employees’ task performance, as well as the relationship between perceived career support and employees’ task performance. Prior to this study, there was only empirical evidence regarding the relationship between different social support variables, like POS and PSS, and different performance dimensions, such as contextual performance, extra-role behaviors, job performance and overall performance. Examining how career adaptability and perceived career support impact task performance, determining whether work engagement mediates these relationships, and examining how work engagement functions as a linking mechanism between employees' career-related resources and their actual performance at work are the objectives of this paper. Information was gathered from 400 workers across Liberian businesses, and the proposed framework was tested using regression analysis. Each respondent was asked to complete a questionnaire about their work experience. To accomplish the research goal for this exploratory study, a quantitative survey methodology was employed. The current study is quantitative (including the analysis of quantitative data obtained with the use of a structured questionnaire), deductive (testing research hypotheses), explanatory (examining cause and effect relationships), and empirical (based on primary data). The majority of the data showed that the hypotheses were supported. The association between employees’ task performance and perceived career support was shown to be totally mediated by work engagement. However, it was discovered that work engagement only partially mediated the association between employees’ task performance and career adaptability. The results indicate that managers should take action to raise employees’ engagement levels in order to support employees who score highly on perceived career support and career adaptability in their work performance. Employees’ engagement is essential for transferring the benefits of perceived career support and career adaptability to employees’ task performance.
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