Abstract
Objective: To examine the relationship between perceived supervisor support, core self-evaluation and work disengagement among nurses working at public hospitals of Islamabad and Rawalpindi, Pakistan. The gaps identified in literature lead to the objective of the study. Extant literature suggests that having the knowledge of the predictors of work disengagement may contribute to enhancing work engagement. The hypotheses are developed on the basis of theoretical and empirical evidence from literature.
Methodology: In order to test the hypothesized relationships in the study, self-reported questionnaires were distributed cross-sectionally and data were collected from 278 Pakistani nurses working at public sector hospitals of Islamabad and Rawalpindi. The study hypotheses were tested using Statistical Package for Social Science (SPSS) and Partial Least Squares-structural equation modelling (PLS-SEM).
Results: There were 82.2% female and 17.8% male nurses among the participants. The correlation values for perceived supervisor support-work disengagement, perceived supervisor support-core self-evaluations and core self-evaluations and work disengagement turned out to be -0.23, 0.18 and -0.68 respectively. The results of the study supported the hypothesised relationships. This study also provided support for conservation of resources theory and job demand personal resource model.
Conclusion: This study provides some important practical implications for nurses’ supervisors to consider in managing relationships with subordinates to avoid work disengagement and to focus on training programs that may help nurses to managing core self-evaluation at the workplace.

Key words: Perceived Supervisor support, core self-evaluation, work disengagement and nurses in Pakistan.