Departing from previous research which shows that abusive supervision, as a salient job demand, induces detrimental employee outcomes, this study examines how to create constructive consequences of abusive supervision. To do so, we identify the boundary conditions to change the negative effect of supervisory abuse on employees’ work engagement in a positive direction. We examine the interactive moderating effect of a personal resource (i.e., the positive causal attribution of abusive supervision) and a job resource (i.e., workplace friendship) on the relationship between abusive supervision and work engagement. Our findings indicate that abusive supervision increases employees’ work engagement when they make a positive causal attribution of abusive supervision (i.e., interpreting their abusive supervisor’s motives as promoting their job performance, rather than as intentionally harming them) and have favorable workplace friends. By revealing that supervisory abuse can enhance employees’ work engagement when it is coupled with proper personal and job resources, this study offers a novel picture of abusive supervision. In addition, our study highlights that in order to identify constructive effects of abusive supervision, it is critical to delve into the interaction between resources from these two domains to deal with abusive supervision.