Abstract
As chronic illnesses affect more employees, organizations must understand how to support these workers to retain their value and promote well-being. This study draws on the job demands-resources model and conservation of resources theory to examine how ability and motivation shape the engagement of chronically ill employees (CIEs) in response to HR practices that help them recover functioning after a loss (i.e. utilization practices). It also investigates whether perceived illness discrimination moderates this relationship across CIEs subgroups. Survey data from 663 CIEs in an Italian company were analysed using latent profile analysis, identifying three groups: 'thriving employees' (high ability/motivation), 'steady contributors' (moderate ability/motivation), and 'struggling workers' (low ability/motivation). Multi-group SEM showed that utilization practices increased engagement for thriving employees and steady contributors, but not among struggling workers. Perceived illness discrimination weakened this positive effect for steady contributors and struggling workers. By adopting a person-centred approach, the study reveals patterns that would not emerge from traditional variable-based analyses, offering practical guidance for organizations aiming to build more inclusive workplaces.