This study investigates the relationship between engaging leadership and nurse well-being, focusing on the mediating roles of perceived job characteristics (job demands and resources) and intrinsic motivation. A cross-sectional survey of 1,117 direct care nurses from 13 general acute care hospitals in Belgium used validated instruments to measure engaging leadership, burnout, work engagement, intrinsic motivation, job demands, and job resources. Structural equation modeling was employed to test the hypothesized model. The results support the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement and reduced burnout. The association is mediated by nurses' perceptions of job resources and intrinsic motivation. Job demands mediate the relationship between engaging leadership and well-being, but this relationship becomes insignificant when intrinsic motivation is included as a second mediator. The study concludes that engaging leaders foster a favorable work environment, which benefits nurses' work motivation and well-being. Interventions aimed at developing engaging leadership behaviors and building job resources can help healthcare organizations create favorable working conditions for nurses.This study investigates the relationship between engaging leadership and nurse well-being, focusing on the mediating roles of perceived job characteristics (job demands and resources) and intrinsic motivation. A cross-sectional survey of 1,117 direct care nurses from 13 general acute care hospitals in Belgium used validated instruments to measure engaging leadership, burnout, work engagement, intrinsic motivation, job demands, and job resources. Structural equation modeling was employed to test the hypothesized model. The results support the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement and reduced burnout. The association is mediated by nurses' perceptions of job resources and intrinsic motivation. Job demands mediate the relationship between engaging leadership and well-being, but this relationship becomes insignificant when intrinsic motivation is included as a second mediator. The study concludes that engaging leaders foster a favorable work environment, which benefits nurses' work motivation and well-being. Interventions aimed at developing engaging leadership behaviors and building job resources can help healthcare organizations create favorable working conditions for nurses.