Personal resources are described as an individual’s assets that are at a person’s disposal to enhance the effective functioning of some work or life domains and include a sense of ability to control and impact those domains successfully [41,42,43]. Personal resources are valuable assets that help in overcoming stressful situations more easily and in fulfilling the set goals, especially those with hindrances [6]. It is determined that individuals who are high in assertiveness, resilience, and self-efficacy can better cope with unexpected events, stand up for themselves or even recover easily from failure, distress, or frustration [44]. In our research, we focused on four personal resources that were most represented in previous research—hope, resilience, self-efficacy, and optimism (known as psychological capital). The importance of personal resources for someone’s well-being was recognized in previous research. Personal resources were associated with stress reduction, higher well-being, lower level of burnout, higher work engagement, and lower level of turnover intention. In the research completed by Reis, Hoppe, and Schroder [45], personal resources were marked as positive resources that can enhance employees’ psychological well-being, and the positive effects of these resources can even persist over time. Personal attributes, such as resilience, have strong motivational effects on well-being and can significantly boost it [6,36,46]. Research completed on a sample of Spanish teachers revealed that based on a level of personal resources (e.g., emotional skills) at the beginning of the academic year, school management can even predict a level of teachers’ exhaustion, cynicism, and depersonalization at the end of that year [47]. Enthusiastic employees seem to develop positive emotions more easily, such as happiness or enjoyment, and have better mental health [48]. With those positive states, employees can influence their colleagues to increase their work engagement and feel better. Employees with a strong sense of resilience, optimism, hope, and self-efficacy are more vigorous when doing their jobs and can develop positive feelings toward their workplaces [8]. This indicates that personal resources can act as an independent predictor of employees’ well-being (e.g., work engagement). In the hospitality sector, personal resources were linked to emotional exhaustion and turnover intentions of hotel workers in Cameroon [7], while a negative correlation between self-efficacy and emotional exhaustion was determined in a sample of hotel workers in Nigeria [49]. In the research of Paek et al. [50], it was once again confirmed that personal resources (i.e., psychological capital) are a strong predictor of work engagement for frontline staff in Korea’s hotels, but they can also act as a predictor of employees’ morale variables (affective organizational commitment and job satisfaction). Although many studies investigated the influence of employees’ personal resources on various outcomes in their workplaces, it is still insufficiently researched how personal resources relate to people’s emotional reactions to their job. Based on this, the following hypothesis is set: