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Human resource management scholars have consistently found that effective HRM practices influence employee turnover decisions. They have attempted to integrate employee organizational behavior constructs into HRM effectiveness models to further increase the predictive validity of HRM effectiveness on employee turnover decisions. Adding to that literature, this study hypothesizes that HRM effectiveness is associated with job embeddedness, and that leader-member exchange (LMX) quality moderates this relationship. It also hypothesizes that job embeddedness mediates the relationship between HRM effectiveness and employee intent to turnover. Utilizing both moderated and mediated hierarchical regression analyses on data obtained from 282 participants, the results indicate that HRM effectiveness compensates for low quality LMX relationships in building job embeddedness, which then leads to …