This paper reports on a phenomenological study involving 12 individuals to further explore earlier quantitative findings from 294 working individuals in Singapore, testing the impact of personal values on work engagement. These qualitative findings confirm our previous quantitative findings that in general, value types achievement, security and universalism are related to work engagement.However, the findings showed that work engagement was also affected by work conditions, nature of job, and personal resources; and that the personal values that drive one’s work engagement vary with demographic characteristics. Engagement can thus be facilitated by both individual characteristics such as values and contextual organizational intervention designed to capture employee attention and stimulate their efforts, but their relative influence varies according to life stage. Refereed/Peer-reviewed