Examining the factors that influence employees' engagement in the public sector of the Durbetie town administration is the primary goal of this study. To explore the four factors, reward and recognition, perceived organizational support, job characteristics, and organizational justice, a quantitative approach with an explanatory research design was used. The census was used as a sampling strategy. The eligible participant employees were obtained using all eight sector employees. A closed-ended questionnaire with a five-point Likert scale was used to obtain primary data from the 155 participating employees who serve as all of the sector's employees. Descriptive and inferential analysis methods, including frequency, mean, correlation, and multiple linear regression analysis enabled by SPSS 26, have been used to investigate the data. Results of the means fell into the high category (>3.79 on a Likert scale of 5) and the remaining low category (below and around 3.39). The result of correlation indicated an overall result of R=.825 with variations among the variables. The study found out that reward & recognition (β=.618; p<0.000), perceived organizational support (β=.200; p<0.001) and job characteristics (β=.162; p<0.017) have significant positive relationship with employees’ engagement. Whereas, organizational justice was identified to have no significant relationship with EE (β=0.072; p>0.556). The model using these determinants was shown to be able to predict 67.1% of the variability, leaving the remaining 32.9% to variables that were not taken into account. Finally, the study included recommendations for further research, contextualization, and policy design and implementation changes by stakeholders at low and high levels of the public sectors to improve employee engagement in the public sector.