This paper integrates engaging leadership into the Job Demands-Resources model. Based on Self-Determination Theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. An online survey was conducted among a representative sample of the Dutch workforce (N=1,213) and the research model was tested using structural equation modeling. It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership (download paper).