Drawing on the literature based on the job demand-resources model and social exchange theory, the current study aimed to investigate the indirect relationship between perceived career support at Time 1 and work engagement at Time 2 via Time 1 career self-efficacy. Further, we proposed that perceived career support moderated the relationship between career self-efficacy and work engagement. The data were collected in two waves from 303 adult employees who worked in manufacturing firms in Pakistan. The hypothesized model was tested using structural regression. The results suggest that career self-efficacy partially mediates the positive relationship between perceived career support and work engagement. Moreover, perceived career support moderated the relationship between career self-efficacy and work engagement.