The purpose of this paper is to investigate the impact of personal resources on knowledge worker work engagement in contemporary economy. The focus of research is shifting to an interest in personal resources and psychological capital of knowledge workers, because work itself and work environment are currently undergoing fundamental changes. Personal resources are based on one’s belief that an individual can influence his or her environment successfully; this belief is critical for knowledge workers, freelancers and entrepreneurs in contemporary economy. These malleable attributes are discussed in the literature as personal resources (Luthans et al., 2007; Van Wingerden et al., 2015; Xanthopoulou et al., 2009) and as positive psychological capital (Luthans et al., 2010). An individual with sufficient personal resources is likely to master the balance between the situational and personal resources (Wingerden et al., 2015), stretch the given circumstances (Bakker & Demerouti, 2014) and achieve improved performance (Bakker et al., 2012). Engagement is a psychological state-like concept which can have a significant impact on performance improvement (Jeung, 2011). Work engagement is defined as a positive and fulfilling work-related state of mind characterized by vigor, dedication, and absorption (Schaufeli et al., 2002). We propose a theoretical model based on a modern interpretation of the Conservation of Resources Theory (Schaufeli & Salanova, 2007) concerning the relationship between personal resources (self-efficacy, organization-based self-esteem, and satisfaction with life) in relation to the three dimensions of work engagement (vigor, dedication, and absorption). Then the proposed model is tested with structural equation modelling (LISREL). The data has been collected in October 2016 from the graduates of a Finnish university (n=103). The sample represents experts across industrial fields and various company-sizes, as well as entrepreneurs and freelancers. This paper provides empirical evidence on the influence of personal resources on knowledge worker engagement. There is a lack of empirical studies on knowledge worker (expert) work engagement which focuses on the aspects of personal resources in the context of knowledge worker engagement (e.g. O’Neill et al. 2014). Through understanding the impact of personal resources on person-job fit leading to work-related engagement companies can enhance their human relations management practices and develop better support mechanisms for their knowledge workers including temporary team workers, remote workers, as well as for other atypical work roles.