Aboobaker, N. &. (2019). Collective influence of work–family conflict and work–family enrichment on turnover intention: Exploring the moderating effects of individual differences. Global Business Review, 18, 524-536.
Abouraia, M. K. (2017). Transformational leadership, job satisfaction, organizational commitment, and turnover intentions: the direct effects among bank representatives. Am. J. Ind. Bus. Manag, 7, 404-423.
Adekanbi, A. (2016). An Investigation into the Impact of Leadership Styles on Employee Retention: Identifying which Leadership Style best encourages Employee Retention in the Nigerian Banking Sector : A Case study of Zenith Bank Plc.,Nigeria. . Dublin: National College of Ireland.
Ali, A. Z. (2017). Employee retention as a mediator of the relationship. Aust. J. Basic Appl. Sci, 11, 71-78.
Barroso, C. C. (2010). Applying maximum likelihood and PLS on different sample sizes: Studies on SERVQUAL model and employee behavior model . In V. Esposito Vinzi, W. W. Chin, J.Henseler, & H. Wang (Eds.), Handbook of partial least squares , Springer, 427-447.
Bass, B. (1985). Leadership and performance beyond expectations. Free Press.
Bass, B. a. (1990). The implications of transactional and transformational leadership for individual, team, and organizational development. Research in Organizational Change and Development, 4, 231-272.
Bass, B. M. (1985). Bass Transformational Leadership Theory.
Block, L. (2003). The leadership‐culture connection: An exploratory investigation. Leadership & Organization Development Journal, 24(6), 318-334.
Burns, J. (1978). Burns Transformational Leadership Theory. New York, NY:Harper & Row.
Carter, S. P. (2019). Who’s the Boss? The effect of strong leadership on employee turnover. J. Econ. Behav. Organ, 159, 323-343.
Coetzer, A. I. (2017). The job embeddedness-turnover relationship: Effects of organisation size and Workgroup cohesion. Personnel Review, 46(6), 1070-1088.
Cohen-Charash, Y. &. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-321.
Das, B. L. (2013). Employee retention: a review of literature. J. Bus.Manag, 14, 8-16.
Dechawatanapaisal, D. (2017). Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: Evidence from Thai accountants. Asia-Pacific Journal for Business Administration, 10, 130-148.
Dedaj, Z. (2017). The effect of transformational leadership approach in organizations. Econ. Bus. J, 11, 191–199.
Deshwal, S. (2015). Employee retention-prespective of employees. Int. J. Appl. Res, 1, 344-345.
Fletcher, K. A. (2019). Transformational and transactional leadership in healthcare seen through the lens of pediatrics. J. Pediatr, 204, 7–9.
Fornell, C. a. (1981). Evaluating structural equation models with unobservable variables and measurement error. J. Mark. Res, 18, 39-50.
Geisser, S. (1974). A predictive approach to the random effect model. Biometrika 61, 101–107.
Ghosh, P. S. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21, 288-212.
Gold, A. H. (2001). Knowledge management: an organizational capabilities perspective. J. Manag. Inf. Syst, 18, 185-214.
Götz, O. L.-G. (2010). Evaluation of structural equation models using the partial least squares (PLS) approach. In V. Esposito Vinzi, W. W. Chin, J. Henseler, & H. Wang (Eds.), Handbook of partial least squares, Springer, 691–711.
Gyensare, M. A. (2017). Linking transformational leadership to turnover intention in the public sector:the influences of engagement, affective commitment and psychological climate. Afr. J. Econ. Manag. Stud, 8, 314–337.
Hair, J. F. (2011). PLS-SEM: Indeed a silver bullet. J. Mark. Theory Pract, 19, 139–152.
Hair, J. J. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd ed., SAGE Publications, Thousand Oaks, CA.
Harris, F. (. (2012). Global environmental issues. John Wiley & Sons.
Hassan, M. J. (2019). Necessities of combating dissatisfactions at workplaces for the retention of job-hopping generation Y employees. The Business & Management Review, 10(3), 369–378.
Hu, L.-T. a. (1998). Fit indices in covariance structure modeling:sensitivity to underparameterized model misspecification. Psychol. Methods , 3, 424-453.
Jiang, W. Z. (2017). The impact of transformational leadership on employee sustainable performance: the mediating role of organizational citizenship behavior. Sustainability , 9, 1567.
Juneja, P. (2015). Need and Importance of Employee Retention.
Karatepe, O. M. (2014). Job embeddedness as a moderator of the impact of organisational justice on turnover intentions: A study in Iran. International Journal of Tourism Research, 16(1), 22-32.
Khan, S. I. (2015). Transformational Leadership and Turnover Intention: The Mediating Effects of Trust and Job Performance. Bangkok: Bangkok University.
Kock, N. (2015). Common method bias in PLS-SEM: a full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1-10.
Lee, W. Y. (2012). U.S. Patent Application No. 13/135,249.
Liden, R. C. (2014). Transformational leadership, compensation & rewards and stress reduction and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
Ma, Q. M. (2018). Keep them on-board! How organizations can develop employee embeddedness to increase employee retention. Development and Learning in Organizations, 32(4), 5-9.
Maaitah, A. M. (2018). The role of leadership style on turnover intention. Int. Rev.Manag.Mark, 8, 24–29.
Markowitz, G. A. (2012). Faculty intent to stay and the perceived relationship with supervisor at a career focused university. University of Miami.
Mitchell, H. L. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44, 1102-1121.
Muir, M. R. (2014). What Are the Top Factors that Drive Employee Retention and Are There Demographic (Gender, Generation, Ethnicity,Geography, etc.) Differences in these Factors? Ithaca, NY: Cornell University.
Nasir, S. Z. (2016). Determinants of employee retention: an evidence from Pakistan. Int. J. Acad. Res. Bus. Soc. Sci, 6, 182-194.
Ng, T. E. (2005). Predictors of objective and subjective career success: a meta-analysis. Personnel Psychology, 58(2), 367-408.
Nohe, C. a. (2017). . Transformational leadership and organizational citizenship behavior: a meta-analytic test of underlying mechanisms. Front.Psychol, 8, 1364.
Olendo, O. M. (2017). The perceived relationship between employee retention practices and organization citizenship behaviour at D.T.Dobie (K) Ltd. Int. J. Sci. Res. Publ, 7, 320-349.
Paul, A. K. (2018). Employee motivation and retention: issues and challenges in startup companies. Int. J. Creat. Res. Thoughts, 6, 2050-2056.
Podsakoff, P. M.-Y. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. J. Appl. Psychol, 88, 879–903.
Ringle, C. S. (2020). Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management, 31(12), 1617-1643.
Rust, A. A. (2012). Perceived challenges to talent management in the South African public service: An exploratory study of the City of Cape Town municipality. African Journal of Business Management, 6(6), 2221–2233.
Sarstedt, M. R. (2014). On the emancipation of PLS-SEM: a commentary on Rigdon (2012). Long Range Plan, 47, 154–160.
Sekiguchi, T. B. (2008). The role of job embeddedness on employee performance: the interactive effects with leader–member exchange and organization-based self esteem. Personnel Psychology, 61(4), 761-792.
Shah, I. A. (2020). Factors Affecting Staff Turnover of Young Academics: Job Embeddedness and Creative Work Performance in Higher Academic Institutions. Frontiers in Psychology, 11, 3375.
Sow, M. N. (2016). Relationship between transformational leadership and employee retention among healthcare professionals in the United States. Bus. Econ. Res, 6, 235-254.
Stone, M. (1974). Cross-validatory choice and assessment of statistical predictions. J. R. Stat. Soc. Ser. B, 36, 111-133.
Sulamuthu, G. A. (2018). Leadership style and employee turnover intention. Proceedings of the International Conference on Industrial Engineering and Operations Management, Dubai.
Yao, X. L. (2004). Job embeddedness: current research and future directions. Understanding Employee Retention and Turnover, 5, 153-187.