Abdullah, F. (2022). Organizational climate as an intervening in relationship of job demand resources and person organization fit to employee engagement. Enrichment: Journal of Management, 12(5), 3867–3872.

Adriano, J., & Callaghan, C. W. (2020). Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study. South African Journal of Economic and Management Sciences, 23(1), 1–12. https://doi.org/10.4102/sajems.v23i1.3028

Aggarwal, A., Chand, P. K., Jhamb, D., & Mittal, A. (2020). Leader–member exchange, work engagement, and psychological withdrawal behavior: The mediating role of psychological empowerment. Frontiers in Psychology, 11(March), 1–17. https://doi.org/10.3389/fpsyg.2020.00423

Agustian, E. P., & Rachmawati, R. (2021). The effect of job rotation and person-job fit on employee engagement: The mediation role of job satisfaction. Proceedings of the 18th International Symposium on Management (INSYMA 2021), 180(Insyma), 265–270. https://doi.org/10.2991/aebmr.k.210628.044

Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125. https://doi.org/10.1016/j.jhtm.2016.12.002

Aldabbas, H., Pinnington, A., & Lahrech, A. (2023). The influence of perceived organizational support on employee creativity: The mediating role of work engagement. Current Psychology, 42(8), 6501–6515. https://doi.org/10.1007/s12144-021-01992-1

Altinay, L., Dai, Y. De, Chang, J., Lee, C. H., Zhuang, W. L., & Liu, Y. C. (2019). How To facilitate hotel employee’ work engagement: The roles of leader-member exchange, role overload and job security. International Journal of Contemporary Hospitality Management, 31(3), 1525–1542. https://doi.org/10.1108/IJCHM-10-2017-0613

Arasanmi, C. N., & Krishna, A. (2019). Employer branding: Perceived organisational support and employee retention: the mediating role of organisational commitment. Industrial and Commercial Training, 51(3), 174–183. https://doi.org/10.1108/ICT-10-2018-0086

Artiningsih, D. W., Putra, D. S., Zainul, M., & Ibrahim, A. H. H. (2023). The impact of job embeddedness and work engagement on staff turnover. Polish Journal of Management Studies, 28(2), 28–43. https://doi.org/10.17512/pjms.2023.28.2.02

Ashfaq, B. (2021). Person-organization fit and organization citizenship behavior: Modeling the work engagement as a mediator. Asia-Pacific Journal of Business Administration, 13(1), 19–39. https://doi.org/10.1108/APJBA-12-2019-0255

Baakeel, O. A. (2019). Performance appraisal and worker motivation: Application of expectancy theory. Acta Scientiae et Intellectus, 5(4), 15–28.

Bernardo, A. L., Lacap, J. P., Talon, C., Bolante, P., Aumentado, Z. J., Capalao, M. W., Llado, M. C. E., & Dubrea, E. M. (2023). The mediating role of employee engagement on the link between person-organization fit and turnover intention: Evidence from business process outsourcing companies in the Philippines. Journal of Entrepreneurship and Business, 11(2), 69–94. https://doi.org/10.17687/jeb.v11i2.1025

Bhanbhro, A., Mushtaque, M., Iqbal, S., & Akhtar, S. (2021). Job embeddedness and employee work engagement: Mediating role of innovative work behavior. International Journal of Management (IJM), 12(1), 1724–1734. https://doi.org/10.34218/IJM.12.1.2021.151

Cai, D., Cai, Y., Sun, Y., & Ma, J. (2018). Linking empowering leaderhip and employee work engagement: The effects of person-job fit, person-group fit, and proactive personality. Frontiers in Psychology, 9(July), 1–12.

Chan, W. L., Ho, J. A., Sambasivan, M., & Ng, S. I. (2019). Antecedents and Outcome of job embeddedness: Evidence from four and five-star hotels. International Journal of Hospitality Management, 83(May 2018), 37–45. https://doi.org/10.1016/j.ijhm.2019.04.011

Chawla, P. (2020). Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: Mediating effect of person–organization fit. Industrial and Commercial Training, 15(1), 35–49. https://doi.org/10.1108/ICT-06-2019-0063

Che, X., Guo, Z., & Chen, Q. (2021). Relationship between k-workers’ leader–member exchange, organizational citizenship behavior and task performance—evidence from Chinese hospitals. Frontiers in Psychology, 12(7), 1–12.

Chen, L., Ellis, S. C., & Suresh, N. (2016). A supplier development adoption framework using expectancy theory. International Journal of Operations and Production Management, 36(5), 592–615. https://doi.org/10.1108/IJOPM-09-2013-0413

Chiang, C. F., & Jang, S. C. (2008). An expectancy theory model for hotel employee motivation. International Journal of Hospitality Management, 27(2), 313–322. https://doi.org/10.1016/j.ijhm.2007.07.017

Chin, W. W., Peterson, R. A., & Brown, S. P. (2008). Structural equation modeling in marketing : Some practical reminders structural equation modeling in marketing : some practical reminders. Journal of Marketing Theory and Practice ISSN:, 16(4), 287–298. https://doi.org/10.2753/MTP1069-6679160402

Coetzer, A., Inma, C., Poisat, P., Redmond, J., & Standing, C. (2019). Does job embeddedness predict turnover intentions in SMEs? International Journal of Productivity and Performance Management, 68(2), 340–361. https://doi.org/10.1108/IJPPM-03-2018-0108

Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. In Proceedings of the Annual Conference of the International Speech Communication Association, INTERSPEECH (2nd ed.).

Díaz-Fernández, M., López-Cabrales, A., & Valle-Cabrera, R. (2023). Strength of HRM systems and perceived organizational support as determinants of employment relationship: The perspective of HR managers and workers’ representatives. BRQ Business Research Quarterly, 26(2), 121–135. https://doi.org/10.1177/2340944420977506

Djajasinga, N. D., Sulastri, L., Sudirman, A., Sari, A. L., & Rihardi, L. (2021). Practices in human resources and employee turnover in the hospitality industry. Proceedings of the 2nd Annual Conference on Blended Learning, Educational Technology and Innovation (ACBLETI 2020) Practices, 560(Acbleti 2020), 113–117.

Ebrahimabadi, F., Jalilvand, M. R., Sharif, M., Ali Salimi, G., & Khanzadeh, S. A. (2011). A Study of influential factors on employee ’ motivation for participating in the in-service training courses based on modified expectancy theory. International Business Management, 2(1), 157–169.

Els, C., Viljoen, J., Beer, L. de, & Brand-Labuschagne, L. (2016). The mediating effect of leader-member exchange between strengths use and work engagement. Journal of Psychology in Africa, 26(1), 22–28. https://doi.org/10.1080/14330237.2016.1149278

Fang, Y. (2021). Research on HR management based on RNN expectation theory. Journal of Physics: Conference Series, 1941(1), 012013. https://doi.org/10.1088/1742-6596/1941/1/012013

Ferdian, F., Abrian, Y., Suyuthie, H., Kasmita, K., & Sinensis, R. A. (2022). The effect of work compensation on intention to stay in the hotel industry during the COVID-19 pandemic with job embeddedness as mediation. Jurnal Organisasi dan Manajemen, 18(1), 60–73. https://doi.org/10.33830/jom.v18i1.2134.2022

Fridayani, J. A., & Kusuma, S. E. (2024). The role of organizational agility, perceived support, and culture in shaping social sustainability. Jurnal Organisasi dan Manajemen, 20(1), 65–84. https://doi.org/10.33830/jom.v20i1.7551.2024

Garg, S., & Dhar, R. (2017). Employee service innovative behavior: The roles of leader-member exchange (LMX), work engagement, and job autonomy. International Journal of Manpower, 38(2), 242–258. https://doi.org/10.1108/ijm-04-2015-0060

Gonlepa, M. K., Dilawar, S., & Amosun, T. S. (2023). Understanding employee creativity from the perspectives of grit, work engagement, person organization fit, and feedback. Frontiers in Psychology, 13(January), 1–14. https://doi.org/10.3389/fpsyg.2022.1012315

Gutermann, D., Lehmann-Willenbrock, N., Boer, D., Born, M., & Voelpel, S. C. (2017). How leader affect followers’ work engagement and performance: Integrating leader−member exchange and crossover theory. British Journal of Management, 28(2), 299–314. https://doi.org/10.1111/1467-8551.12214

Hair, J. F. (2014). Multivariat Data Analysis 7th Edition. Pearson Prentice Hall.

Halbesleben, J. R. B., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. International Journal of Work, Health & Organisations, 22(3), 242–256. https://doi.org/10.1080/02678370802383962

Harunavamwe, M., & Nel, P. (2020). The influence of self-leaderhip strategies , psychological resources, and job embeddedness on work engagement in the banking industry. South African Journal of Psychology, 11(2), 1–13. https://doi.org/10.1177/0081246320922465

Ho, H. X., & Le, A. N. H. (2023). Investigating relationship between benevolent leaderhip and the organizational citizenship behaviour of academic staff: The mediating role of leader-member exchange. Management in Education, 37(2), 74–84. https://doi.org/10.1177/0892020620980000

Holtom, B. C., & Darabi, T. (2018). Job embeddedness theory as a tool for improving employee retention. In Psychology of Retention: Theory, Research and Practice. Springer International Publishing. https://doi.org/10.1007/978-3-319-98920-4

Imran, M. Y., Elahi, N. S., Abid, G., Ashfaq, F., & Ilyas, S. (2020). Impact of perceived organizational support on work engagement: mediating mechanism of thriving and flourishing. Journal of Open Innovation: Technology, Market, and Complexity, 6(3). https://doi.org/10.3390/JOITMC6030082

Jehanzeb, K., & Mohanty, J. (2018). Impact of employee development on job satisfaction and organizational commitment: Person–organization fit as moderator. International Journal of Training and Development, 22(3), 171–191. https://doi.org/10.1111/ijtd.12127

Jin, M. H., McDonald, B., & Park, J. (2018). Person–organization fit and turnover intention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2), 167–192. https://doi.org/10.1177/0734371X16658334

Jufrizen, J., Harahap, D. S., & Khair, H. (2024). Leader-member exchange and employee performance: Mediating roles of work engagement and job satisfaction. Journal of Economics, Business, & Accountancy Ventura, 26(3), 306–322. https://doi.org/10.14414/jebav.v26i3.3591

Kapil, K., & Rastogi, R. (2020). Relationship between leader-member exchange, work engagement and organizational citizenship behaviour. Journal of Indian Business Research, 12(2), 191–214. https://doi.org/10.1108/JIBR-08-2018-0202

Karatepe, O. M., & Ngeche, R. N. (2012). Does job embeddedness mediate the effect of work engagement on job outcomes? A study of hotel employee in Cameroon. Journal of Hospitality Marketing and Management, 21(4), 440–461. https://doi.org/10.1080/19368623.2012.626730

Khattak, S. I., Haider, A., Ahmed, S. K., Rizvi, S. T. H., & Shaokang, L. (2022). Nexus of ethical leaderhip, career satisfaction, job embeddedness, and work engagement in hospitality industry: A sequential mediation assessment. Frontiers in Psychology, 13(May), 1–13. https://doi.org/10.3389/fpsyg.2022.865899

Lebrón, M., Tabak, F., Shkoler, O., & Rabenu, E. (2018). Counterproductive work behaviors toward organization and leader-member exchange: The mediating roles of emotional exhaustion and work engagement. Organization Management Journal, 15(4), 159–173. https://doi.org/10.1080/15416518.2018.1528857

Lee, H. W. (2019). Moderators of the motivational effects of performance management: A comprehensive exploration based on expectancy theory. Public Personnel Management, 48(1), 27–55. https://doi.org/10.1177/0091026018783003

Li, X., Sanders, K., & Frenkel, S. (2012). How leader-member exchange, work engagement and HRM consistency explain chinese luxury hotel employee’ job performance. International Journal of Hospitality Management, 31(4), 1059–1066. https://doi.org/10.1016/j.ijhm.2012.01.002

Lie, D., Sofiyan, S., Astiti, N. M. A. G. R., Lina, N. P. M., & Sudirman, A. (2022). The importance of quality of work-life on teacher organizational citizenship behavior: Consequences of leader-member exchange and organizational commitment. Jurnal Pendidikan Progresif, 12(3), 994–1007. https://doi.org/10.23960/jpp.v12.i

Liu, W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., Duan, X., Li, G., Lou, F., Jia, X., Fan, L., Sun, T., & Ni, X. (2018). Workplace violence, job satisfaction, burnout, perceived organisational support and their effects on turnover intention among chinese nurses in tertiary hospitals: A cross-sectional study. BMJ Open, 8(6). https://doi.org/10.1136/bmjopen-2017-019525

Lyu, Y., & Zhu, H. (2019). The predictive effects of workplace ostracism on employee attitudes: A job embeddedness perspective. Journal of Business Ethics, 158(4), 1083–1095. https://doi.org/10.1007/s10551-017-3741-x

Mahardika, C. P., Handriyono, H., & Tobing, D. S. K. (2023). The effect of person job fit and person organization fit on turnover intention with employee engagement as an intervening variable (empirical study on employess of the sales promoter division of realme big Jember). East Asian Journal of Multidisciplinary Research, 2(12), 4815–4826. https://doi.org/10.55927/eajmr.v2i12.6874

Majid, M., Ramli, M. F., Badyalina, B., Roslan, A., & Azreen Jihan Che Mohd Hashim, A. J. (2020). Influence of engagement, work-environment, motivation, organizational learning, and supportive culture on job satisfaction. International Journal of Human Resource Studies, 10(4), 186. https://doi.org/10.5296/ijhrs.v10i4.17822

Moulik, M., & Giri, V. N. (2022). Impact of increasing social resources on work engagement and affective organizational commitment: The mediating role of person–job fit. Management and Labour Studies, 47(1), 59–73. https://doi.org/10.1177/0258042X211026147

Naz, S., Li, C., Nisar, Q. A., Khan, M. A. S., Ahmad, N., & Anwar, F. (2020). A study in relationship between supportive work environment and employee retention: Role of organizational commitment and person–organization fit as mediators. SAGE Open, 10(2).

Park, N. K., Jang, W., Thomas, E. L., & Smith, J. (2021). How to organize creative and innovative teams: Creative self-efficacy and innovative team performance. Creativity Research Journal, 33(2), 168–179. https://doi.org/10.1080/10400419.2020.1842010

Permatasari, C. D., Liswandi, & Kuntadi, Y. A. (2022). Improving the performance of tax bailiffs through understanding the effects of job characteristics, job demands, and compensation. Jurnal Organisasi dan Manajemen, 18(1), 88–101. https://doi.org/10.33830/jom.v18i1.2716.2022

Phina, N., Arinze, Chidi, F., & Chukwuma, D. (2018). The effect of teamwork on employee performance: A study of medium scale industries in Anambra State. International Journal of Contemporary Applied Researches, 5(2), 174–194.

Pimenta, S., Duarte, A. P., & Simões, E. (2024). How socially responsible human resource management fosters work engagement: The role of perceived organizational support and affective organizational commitment. Social Responsibility Journal, 20(2), 326–343. https://doi.org/10.1108/SRJ-10-2022-0442

Pronajaya, G., Anindita, R., & Adi Pamungkas, R. (2021). Self efficacy model and career development in increase employee engagement and nurse performance. Dinasti International Journal of Education Management And Social Science, 2(4), 663–675. https://doi.org/10.31933/dijemss.v2i4.830

Rahimnia, F., Eslami, G., & Nosrati, S. (2019). Investigating the mediating role of job embeddedness: Evidence of Iranian context. Personnel Review, 48(3), 614–630. https://doi.org/10.1108/PR-11-2017-0348

Ramaite, M., Rothmann, S., & Van der Vaart, L. (2022). Job embeddedness profiles: Associations with supervisor relations, job satisfaction, and work engagement. Cogent Psychology, 9(1). https://doi.org/10.1080/23311908.2022.2080322

Rasool, S. F., Wang, M., Tang, M., Saeed, A., & Iqbal, J. (2021). How toxic workplace environment effects the employee engagement: The mediating role of organizational support and employee wellbeing. International Journal of Environmental Research and Public Health, 18(5), 1–17. https://doi.org/10.3390/ijerph18052294

Saeed, B. Bin, Afsar, B., Cheema, S., & Javed, F. (2019). Leader-member exchange and innovative work behavior: The role of creative process engagement, core self-evaluation, and domain knowledge. European Journal of Innovation Management, 22(1), 105–124. https://doi.org/10.1108/EJIM-11-2017-0158

Sandelands, E. (2018). Job embeddedness and employee enactment of innovation-related work behaviours. International Journal of Manpower, 15(4), 1–64. https://doi.org/10.1108/01437720199400001

Santalla-Banderali, Z., & Alvarado, J. M. (2022). Incidence of leader–member exchange quality, communication satisfaction, and employee work engagement on self-evaluated work performance. International Journal of Environmental Research and Public Health, 19(14). https://doi.org/10.3390/ijerph19148761

Shah, I. A., Csordas, T., Akram, U., Yadav, A., & Rasool, H. (2020). Multifaceted role of job embeddedness within organization: Development of sustainable approach to reducing turnover intention. SAGE Open, 10(2). https://doi.org/10.1177/2158244020934876

Shehawy, Y. M., Elbaz, A., & Agag, G. M. (2018). Factors affecting employee’ job embeddedness in the Egyptian airline industry. Tourism Review, 73(4), 548–571. https://doi.org/10.1108/TR-03-2018-0036

Silalahi, M., Abdurohim, A., Romy, E., Candra, V., & Sudirman, A. (2022). The involvement locus of control, servant leaderhip, and innovative work behavior to improve teacher performance Marto. Jurnal Pendidikan Progresif, 12(2), 751–763. https://doi.org/10.23960/jpp.v12.i2.202227

Suifan, T. S., Abdallah, A. B., & Janini, M. Al. (2019). The impact of transformational leaderhip on employee’ creativity: The mediating role of perceived organizational support. Management Research Review, 32(10), 91–100. https://doi.org/https://doi.org/10.1108/MRR-02-2017-0032

Tabak, F., & Hendy, N. T. (2016). Work engagement: Trust as a mediator of the impact of organizational job embeddedness and perceived organizational support work engagement : Trust as a mediator of the impact of organizational job embeddedness and perceived organizational support. Organization Management Journal, 13(1), 21–31.

Takawira, N., Coetzee, M., & Schreuder, D. (2014). Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study. Journal of Human Resource Management, 14(1), 1–10.

Tamba, R. A., & Nasution, N. (2024). Work engagement as an variabel intervening person job organization and person job fit on turnover intention. Jambura Journal of Management, 7(3), 2766–2774.

Tan, L., Wang, Y., Qian, W., & Lu, H. (2020). Leader humor and employee job crafting: The role of employee-perceived organizational support and work engagement. Frontiers in Psychology, 11(October), 1–14. https://doi.org/10.3389/fpsyg.2020.499849

Tanskanen, J., Mäkelä, L., & Viitala, R. (2019). Linking managerial coaching and leader–member exchange on work engagement and performance. Journal of Happiness Studies, 20(4), 1217–1240. https://doi.org/10.1007/s10902-018-9996-9

Teng, H., Cheng, L., & Chen, C. (2021). Does job passion enhance job embeddedness? A moderated mediation model of work engagement and abusive supervision. International Journal of Hospitality Management, 95(2), 1–10.

Tkalac Verčič, A. (2021). The impact of employee engagement, organisational support and employer branding on internal communication satisfaction. Public Relations Review, 47(1), 1–7. https://doi.org/10.1016/j.pubrev.2021.102009

Wagner, B., & Koob, C. (2022). Relationship between leader-member exchange and work engagement in social work: A mediation analysis of job resources. Heliyon, 8(1), e08793. https://doi.org/10.1016/j.heliyon.2022.e08793

Wu, T. J., Yuan, K. S., & Yen, D. C. (2023). Leader-member exchange, turnover intention and presenteeism the moderated mediating effect of perceived organizational support. Current Psychology, 42(6), 4873–4884. https://doi.org/10.1007/s12144-021-01825-1

Wulandari, S. Z., Pariyanti, E., & Febriyanto, F. (2023). Turnover intention among employee of small and medium enterprises (SMEs): The moderating role of employee engagement. Jurnal Organisasi dan Manajemen, 19(2), 410–423. https://doi.org/10.33830/jom.v19i2.3711.2023

Xiao, J., Mao, J. Y., Huang, S., & Qing, T. (2020). Employee-organization fit and voluntary green behavior: A cross-level model examining the role of perceived insider status and green organizational climate. International Journal of Environmental Research and Public Health, 17(7). https://doi.org/10.3390/ijerph17072193

Yang, S., Huang, H., Qiu, T., Tian, F., Gu, Z., Gao, X., & Wu, H. (2020). Psychological capital mediates the association between perceived organizational support and work engagement among Chinese doctors. Frontiers in Public Health, 8(May), 1–8. https://doi.org/10.3389/fpubh.2020.00149

Ye, Y., Wang, Z., & Lu, X. (2021). Leader–follower congruence in work engagement and leader–member exchange: The moderating role of conscientiousness of followers. Frontiers in Psychology, 12(July). https://doi.org/10.3389/fpsyg.2021.666765

Yu, J., Ariza-montes, A., Giorgi, G., Lee, A., & Han, H. (2020). Sustainable relationship development between hotel company and its employee: Linking job embeddedness, job satisfaction, self-efficacy, job performance, work engagement, and turnover. Sustainability, 12(1), 1–15.