Does job passion enhance job embeddedness? A moderated mediation model of work engagement and abusive supervision

Abstract

• Harmonious passion is not associated with job embeddedness. • Obsessive passion shares a positive relationship with job embeddedness. • Both harmonious and obsessive passion have an indirect effect on job embeddedness through work engagement. • Abusive supervision moderates only the indirect effect of obsessive passion on job embeddedness via work engagement. • These findings complement the dualistic model of passion, JD-R model, as well as research on work engagement, abusive supervision, and job embeddedness. Academic and industrial attention has been paid to the job embeddedness as an important predictor of employee actual turnover. Studies have examined the influence of job embeddedness as an antecedent, mediator, and moderator. However, there have been few investigations of antecedents of job embeddedness from the perspective of employee characteristics. Therefore, the current study bridged this research gap and investigated the associations among job passion, work engagement, abusive supervision, and job embeddedness. Data from 278 full-time hotel employees indicated that harmonious passion was not associated with job embeddedness. Moreover, obsessive passion shared a positive relationship with job embeddedness. Both harmonious and obsessive passion had an indirect effect on job embeddedness through work engagement. Abusive supervision moderated only the indirect effect of obsessive passion on job embeddedness via work engagement. A new model is proposed based on our findings to explain factors that contribute to job embeddedness.