The objective of this study is to examine the mediating role of perceived organizational support on the relationship between job characteristics and employee engagement in the case of Abay bank. The conceptual framework to guide this investigation was formulated based on both theoretical and empirical literature in the area of job characteristics, perceived organizational support and employee engagement. The researcher used mainly explanatory research type with some descriptive elements adopting a cross sectional survey design. Both primary and secondary data was collected from 121 employees selected through the use of stratified random sampling technique, After classified each branches by strata the researcher were take sample from the stratum by using convenience random sampling techniques, and 121 employees of Abay bank in Bahir dar were selected as sample of the study. With questionnaires from 112 employees, the researcher empirically tested that job characteristics dimensions (skill variety, task identity, task significance, task autonomy and feedback), perceived organizational support, and employee engagement have positive and significant relationship and POS has a mediating role in using descriptive statistics, one-way ANOVA, Pearson correlation analysis and regression analysis. The result show that job characteristics dimensions (skill variety, task identity, task significance, task autonomy and feedback) and perceived organizational support have significant positive correlation), job characteristics dimensions (skill variety, task identity, task significance, task autonomy and feedback) and employee engagement have significant positive correlation and POS and employee engagement have significantly positive correlations. Furthermore, the regression analysis shows that job characteristics dimensions (skill variety, task identity, task significance, task autonomy and feedback) has direct, positive and significant effect on employee engagement, and POS has indirect increasing significant mediating role in the relationship between job characteristics dimensions (skill variety, task identity, task significance, task autonomy and feedback) and employee engagement.