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.

学术和工业界已经将工作嵌入作为员工实际流失的重要预测指标。研究已经检查了工作嵌入性作为先行者，调解人和主持人的影响。但是，从员工特征的角度来看，很少有关于工作嵌入性的先例的研究。因此，当前的研究弥合了这一研究差距，并研究了工作热情，工作投入，虐待性监督和工作嵌入之间的联系。来自278名全职酒店员工的数据表明，和谐的热情与工作的嵌入感没有关系。此外，沉迷于激情与工作嵌入具有积极的关系。和谐和强迫的热情都通过工作投入间接影响了工作的嵌入性。滥用监督只能通过工作参与来缓解强迫症对工作嵌入的间接影响。根据我们的发现，提出了一个新的模型来解释导致工作嵌入的因素。