The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults employed at an organisation in Mumbai, India, for at least a year completed a questionnaire which included relevant scales. Organisations from which the sample was drawn represented three types of work sectors. Multiple regression was used with a reduced sample of 195 employees after removing 17 outliers. Results indicated that all three predictor variables explained work engagement significantly with psychological capital as the strongest predictor of work engagement, followed by organisational justice and organisational climate.