Guided by work engagement theory and self-control theory, this study hypothesizes that among high leader-member exchange (LMX) employees, emotional job demands are positively related to emotional engagement and negatively related to subsequent intention to quit, whereas among low-LMX employees, emotional job demands are negatively related to emotional engagement and positively related to subsequent intention to quit. Using data collected from 182 resort and casino staff at two waves, we revealed that through emotional engagement, emotional job demands have a positive indirect effect on intention to quit for low-LMX employees but a negative indirect effect for high-LMX employees. The findings carry important implications for resource-based interventions aimed at increasing emotional engagement and decreasing intention to quit among employees confronting emotional job demands.