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Job embeddedness is defined as a combination of organizational and extra-organizational factors that prevent a person from leaving their job. The background of job embeddedness is not clearly established in the literature. The aim of this study was to analyze the interactions between organizational practices, innovative work behavior, and job satisfaction as possible explanatory variables. A quantitative, correlational-explanatory, and cross-sectional empirical verification was carried out on a non-probabilistic sample of 381 Argentine workers. Validated scales were applied to measure the variables studied. The results indicate that innovative work behavior is a mediator, and job satisfaction is a moderator in the relationships between practices and job embeddedness. The findings show the importance of innovative work behaviors to increase well-being at work. [ABSTRACT FROM AUTHOR]