The aim of this study was to examine the link between adaptive/maladaptive perfectionism and different indicators of job-related well-being and engagement. 123 Croatian employees from different organizations participated in the research. They completed Positive and Negative Perfectionism Scale (PNPS; Terry-Short, Owens, Slade and Dewey, 1995), Multidimensional perfectionism scale (MPS-H; Hewitt and Flett, 1991), Job-related affective well-being scale (JAWS; Van Katwyk, Fox, Spector and Kelloway, 2000), Utrecht work engagement scale (UWES; Schaufeli, Bakker and Salanova, 2006), Oldenburg burnout inventory (OLIB; Demerouti, Bakker, Vardakou and Kantas, 2003) and finally Work locus of control scale (WLCS; Spector, 1988). Data was collected through an online survey, and the invite to participate was distributed via social media platforms. Results show that self-oriented perfectionism is associated with higher levels of work engagement, more frequent experience of positive emotions in the workplace, and also lower levels of exhaustion in Croatian workforce. On the other hand, higher levels of socially prescribed perfectionism are associated with higher levels of exhaustion, external locus of control and lower levels of job-related affective well-being. Similar results were obtained using the two-dimensional model of perfectionism, which distinguishes positive from negative perfectionism. Higher levels of positive perfectionism were associated with higher levels of work engagement, higher levels of affective well-being and internal locus of control. Opposite of that, negative perfectionism is associated with higher levels of exhaustion and lower levels of job-related affective well-being in Croatian workforce. These findings indicate that individual differences in perfectionism might be a contributing factor to higher work engagement, but also to burnout in the workplace.