The study found that job resources (social support from coworkers and one's superior, performance feedback, coaching, job autonomy, task variety, and training facilities) had a strong and positive relationship with work engagement (energy, dedication, and absorption in one's work) and positive work-home interactions (impact of work on family life and vice versa). The findings show the partial mediating role that positive work-home interactions play in the relationship between job resources and work engagement, i.e., positive work-home interactions are the key to linking job resources to work engagement. Strategies that enhance positive work-home interaction should focus on increasing job resources that enable employees to cope with the stresses and demand of work. This will also increase their level of work engagement and satisfaction. Formal and informal policies should be in place to support the balancing of work and home demands. The study involved a random sample of 468 police officers in the North West Province. The Job Demands-Resources Scale (Jackson and Rothmann, 2005) was used to measure job demand and job resources. Positive Work-home Interaction (PWHI) was measured with the PWHI scale of the Survey Work-home Interaction-NijmeGen (SWING). Work engagement was assessed with the Utrecht Work Engagement Scale. 3 tables, 2 figures, and a 75-item bibliography