In terms of human resource management, this study attempts to verify the relationship between employees' perceived meaning, work engagement, and organizational performance based on job characteristic theory and job demand resource theory. And it aims to verify how the organization's networking capabilities mediate in the process of verifying whether employees with strong work engagement can contribute to the organization's innovation and performance creation with entrepreneurial passion. In addition, since individual competence acts as an important factor in work life, we will examine the moderating effect of individual-level self-leadership and resilience in the effect of perceived work at the resource level on work engagement. For the study, a survey was conducted on 274 sales, service, and management positions working in small and medium-sized enterprises, and reliability, validity, model suitability, and hypothesis verification were conducted using Smart-PLS 4.0. As a result of the analysis, meaning of perceived work of employees had a positive effect on work engagement and organizational performance, and work engagement had a positive effect on entrepreneurial passion. In addition, it was confirmed that the organization's networking capabilities completely mediated the impact of entrepreneurial passion on organizational performance. Finally, self-leadership at the individual level strengthened the effect of meaning of work on work engagement, but resilience weakened the relationship between the two variables, leading to a different conclusion from many previous studies. Therefore, it presents the direction of the trailing variable for meaning of work and provides implications for organizational support in terms of human resource management for performance creation.