Aboobaker, N. E. (2017). Work–family conflict,family–work conflict and intention to leave the organization: evidences across norms as predictors of workers’ turnover intentions. Pers. Soc. Psychol. Bull, 24, 1027–1039.
Aboobaker, N. E. (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.
Allen, N. A. (1990). “The measurement and antecedents of affective, continuance and normative commitment to the organisation”. Journal of Occupational Psychology, 63(1), 1-18.
Allen, N. A. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1, 61-89.
Amagoh, F. (2009). Leadership development and leadership effectiveness . Management Decision, 47, 989-999.
Amankwaa, A. A.-T. (2015). Linking transformational leadership to employee turnover: The moderating role of alternative job opportunity. International Journal of Business Administration, 6, 19-29.
Arham, A. (2014). Leadership and performance: The case of Malaysian SMEs in the services sector. International Journal of Asian Social Science, 4, 343-355.
Arham, A. (2014). Leadership and performance: The case of Malaysian SMEs in the services sector. International Journal of Asian Social Science, 4, 343-355.
Avolio, B. W. (1991). Leading in the 1990s: The four I's of transformational leadership. Journal of European Industrial Training, 15, 9-16.
Bass, B. M. (1985). Bass Transformational Leadership Theory.
Birkinshaw, J. M. (1995). Structural and competitive determinants of a global integration strategy. Strategic Management Journal, 637-655.
Bycio, P. R. (1995). Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership. Journal of Applied Psychology, 80, 468-478.
Chan, B. Y. (2010). An exploratory study on turnover intention among private sector employees . International Journal of Business and Management, 8(5), 57-64.
Deichmann, D. a. (2015). Leveraging transformational and transactional leadership to cultivate the generation of organization-focused ideas. Leadersh. Q, 26, 204-219.
Eisenberger, R. K. (2010). Leader member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment. Journal of Applied Psychology, 95(6), 1085-1103.
Flint, D. (2013). Individual and organizational determinants of turnover intention. Personnel Review, 42, 552-572.
Guntur, R. H. (2012). The influence of affective, continuance and normative commitments on the turnover intentions of nurses at Makassar’s private hospitals in Indonesia. African Journal of Business Management, 6(38), 10303-10311.
Hackman, J. A. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
Hair, J. F. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. J. Acad. Mark. Sci, 45, 616-632.
Hair, J. J. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd ed., SAGE Publications, Thousand Oaks, CA.
Hassan, M. M. (2019). Redesigning the retention strategy against the emerging turnover of generation y: Revisiting the long-standing problems from 20th to 21st century. International Journal of Entrepreneurship, 23(2), 1-16.
Henseler, J. R. (2015). A new criterion for assessing discriminant validity in variance based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
Holtom, B. C. (2004). Job embeddedness: A theoretical foundation for developing a comprehensive nurse retention . Journal of Nursing Administration, 34(5), 34(5), 216-227.
Homans, G. C. (1958). Social behavior as exchange . American Journal of Sociology, 63(6), 597-606.
Hughes, L. A. (2010). Relationships between leadership and followers’ quitting intentions and job search behaviors. Journal of Leadership & Organizational Studies, 17, 351-362.
Johansson, J. K. (1994). Exploiting globalization potential: US and Japanese strategies. Strategic Management Journa, 15(8), 579-601.
Ladzani, M. (2009). Evaluation of small and medium-sized enterprises' performance in the built environment. Doctoral Dissertation, University of Johannesburg, Johannesburg.
Lee, M. (2014). Transformational leadership: is it time for a recall? International Journal of Management and Applied Research, 1(1), 17-29.
Lee, S. E. (2020). Factors related to perioperative nurses’ job satisfaction and intention to leave. Jpn J. Nurs. Sci. 17:e12263.
Leroy, H. P. (2012). Authentic leadership and behavioural integrity as drivers of follower commitment and performance. Journal of Business Ethics, 107(3), 255-264.
Loquercio, M. H. (2006). Understanding and addressing staff turnover in humanitarian agencies. Oversees Development Institute: The Humanitarian Practice Network.
Ludi Wishnu Wardana, B. S. (2020). The impact of entrepreneurship education and students' entrepreneurial mindset: the mediating role of attitude and self-efficacy. 6(9).
Lukács, E. (2005). The economic role of SMEs in world economy, especially in Europe. European Integration Studies, 4, 3-12.
Madanchian, M. T. (2017). Role of leadership in small and medium enterprises (SMEs). International Journal of Economics and Management Systems, 2, 240-243.
Mathews, J. (2006). Dragon multinationals: New players in 21st century globalization. Asia Pacific Journal of Management, 23, 5-27.
Meyer, J. A. (1997). Commitment in the Workplace: Theory, Research, and Application, Sage, Thousand Oaks, CA.
Meyer, J. A. (2001). “Commitment in the workplace: toward a general model”. Human Resource Management Review, 299-326.
Meyer, J. P. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007.
Meyer, J. S. (2002). “Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences”. Journal of Vocational Behaviour, 61(2), 20-52.
Mitchell, T. H. (2011). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44, 1102-1121.
Mullins, L. (2007). Management and Organisational Behaviour. 8th ed., Financial Times Prentice Hall, Harlow.
Ndubisi, N., & Saleh, A. (2006). Small and medium enterprises in Malaysia: development issues. Small & Medium Enterprises (SMEs): Malaysian and Global Perspective, 3-16.
Ng, T. A. (2007). Organizational embeddedness and occupational embeddedness across career stages. Journal of Vocational Behavior, 70(2), 336-351.
Ongori, H. (2007). A review of the literature on employee turnover. African Journal of Business Management, 49-54.
Park, C. M. (2019). The impact of job retention on continuous growth of engineering and informational technology SMEs in South Korea. Sustainability 11:5005.
Pettigrew, A. (1987). Context and action in the transformation of the firm. Journal of Management Studies, 24, 649-670.
Polónia, A., & Capelão, R. (2018). Women as go-betweens in processes of cultural encounters: The Portuguese overseas empire case study (1500-1700). In Connecting Worlds: Production and Circulation of Knowledge in the First Global Age, Polónia, A., Bracht, F., Conceição, G.C., Eds. Cambridge Scholars Publishing: UK, 269-295.
Purcell, J. A. (2007). Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence. Human Resource Management Journal, 17(1), 3-20.
Rhoades, L. E. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
Seyal, A. M. (2004). Determinants of electronic commerce in Pakistan:Preliminary evidence from small and medium enterprises. Electronic Markets, 372-387.
Siew, L. K. (2017). Analysis of the Relationship between Leadership Styles and Turnover Intention within Small Medium Enterprise in Malaysia. Journal of Arts & Social Sciences, 1, 1-11.
Staw, B. (1980). The consequences of turnover. Journal of Occupational Behaviour, 1, 253-273.
Stazyk, E. P. (2011). “Understanding affective organisational commitment: the importance of institutional context". The American Review of Public Administration, 41(6), 603-624.
Syah, T. Y. (2018). The Influence of Compensation and Organizational Commitment on Employees’ Turnover Intention.
Taylor, A. B. (2008). Tests of the three-path mediated effect. Organizational Research Methods, 11(2), 241-269.
Walumbwa, F. a. (2011). Understanding transformational leadership employee performance links: the role of relational identification and self-efficacy. Journal of Occupational and Organizational Psychology, 84(1), 153-172.
Wells, J., & Peachey, J. (2011). Turnover intentions: Do leadership behaviors and satisfaction with the leader matter? . Team Performance Management, 17, 23-40.
Yucel, I. A. (2014). Does CEO transformational leadership influence top executive normative commitment? Journal of Business Research, 67, 1170-1177.
Yucel, I. M. (2013). Does CEO transformational leadership influence top executive normative commitment? Journal of Business Research, 67(6), 1170-1177.
Yukl, G. (2010). Leadership in Organisations. 7th ed., Prentice Hall, Upper Saddle River, NJ.