Employee engagement has become one of the popular issues in both business arena and academia. It is considered an element potentially influences and organization to be effective, innovative, competitive, and sustainable. Sustainable enterprises aim to engage their employees emotionally with the workplace. Employee attitudes are influenced by the work environment created by the combination of many elements. This study thus aims to examine the effect of elements regarding tasks, comprising of physical job resources, supervisor job feedback, and job characteristics; relations, including leadership, supervisor support, and peer support; and organization, comprising of organizational support, reward and recognition, and procedural justice, on employee engagement in three dimensions, namely job engagement, organization engagement and personnel engagement. Data were collect via survey method from 2,065 employees in a Faculty of Medicine in one university in Thailand. The multiple linear regression was employed to test the result, which indicated that job characteristics have highest predictive power on employee’s job engagement and personnel engagement while reward and recognition most strongly affects organization engagement.