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This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce.

Few empirical studies have examined the connections between employees’ commitment and organizational citizenship behaviors to the company. Also, not much is known about how a specific part of meaningful work affects the organization’s citizenship behaviour of people who work as travel agents. Our study examines whether meaningful work mediates an organization’s commitment to organizational citizenship behaviour. The research is quantitative with descriptive methods, and 104 participants participated. The scales were available online, and they filled them out. Statistical analysis uses the PLS structural equation model to test the model. The main finding of the study demonstrates that (i) There is no relationship between organizational commitment and organizational citizenship behaviour shown in the statistical result is 0.055, (ii) the Statistical result of 0.826 between organization commitment to meaningful work shows that there is a direct link between two variables (iii) and there is the link is between meaningful work and organizational citizenship behaviour with the statistical result is 0.814, (iv)  From this point on, the structural equation model shows that meaningful work is the only difference between organizational commitment and citizenship behaviour with P-Value 0.000. The study has shown that meaningful work as a full mediator can help organizational citizenship behaviour. Organizational commitment and citizenship behaviors are related and reinforced by meaningful work.