Job design in an organization represents the structure of jobs that employees perform and is focused on the work and tasks of the employees. The dimensions of the work itself are also important, namely: structural, cognitive, social, physical, and contextual. This thesis defines, explains and presents the social dimension of work based on previous research. The social dimension of work includes relationships both at the place of employment and outside it, and thus affects the work of employees. Likewise, work engagement is a very important element in the performance of work in the organization, and its definitions, division and factors are also presented in the paper. Furthermore, empirical research which was conducted for this thesis, consists of descriptive statistics and correlation analysis and examines the connection between the social dimension of work and the work engagement of employees. The research determined the connection between the above-mentioned concepts and showed which variables are more closely related to each other. Descriptive statistical analysis showed that respondents value and wish for social support at work, as well as feedback from other employees or superiors. Correlation analysis presented a significant, positive connection between work engagement and the social dimension of work, especially between the variable social support and work engagement. The findings of the research lead to the conclusion that there is a great need to develop the social dimension of work, especially employee support, in order for their social engagement at work to constantly grow.