This article examines whether employees’ perceptions of supervisor support, distributive justice, procedural justice, and participation in decision-making are related to their job engagement. It also establishes if exchange ideology moderates between the relationships. A primary survey of 160 employees in Malaysia revealed that the four antecedents were positively and significantly related to employees’ engagement to their jobs. It also showed that unlike procedural justice, the relationship between distributive justice and job engagement was stronger, when employees have high, rather than low exchange ideology. Likewise, the relationships between employees’ perceptions of supervisor support and job engagement, as well as between employees’ participation in decision-making and job engagement were stronger when their exchange ideology were high. The implications of the research findings, limitations of this study, and suggestions for future research are also discussed.