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The role of nurses in the health care sector is critical and the demand for nurses in Malaysia is expected to reach 130,000 qualified nurses by 2020. This paper investigated the influence of transformational leadership on contextual performance of nurses in Kuala Lumpur. Past research revealed that employee sustainable performance is positively influenced by transformational leadership. However, there is a dearth of studies on the relationship between transformational leadership and employees" contextual performance in the nursing sector in Kuala Lumpur. The present study attempts to fill the research gap by investigating the influence of intellectual stimulation, individualized consideration, inspirational motivation and idealized influence towards better contextual performance This was a quantitative research and data was gathered through self-administered questionnaires from 135 nurses in Kuala Lumpur. The SPSS software was used, and the findings revealed that intellectual stimulation, individualized consideration, inspirational motivation and idealized influence had a positive correlation with contextual performance. The findings suggest that the four dimensions are interdependent, and they harmonize to yield better contextual performance. The findings of this study have practical implications in nursing leadership. Transformational leadership enables leaders in the nursing sector to motivate nurses and implement change effectively. This study is one of very few studies which have investigated the effect of transformational leadership on employee"s contextual performance in the nursing sector in Kuala Lumpur. The results of this study will add to the current body of knowledge plus assist in creating foundational solutions to improve performance of nurses.

Turnover of employees has gained the attention of organisations due to the impact of human resources on organisation performance and competitive advantage. This dilemma leads the management to struggle to find ways and retain employees. To attract, organisations use the "pull factors" to entice employees to perform better in the organisation. This study was conducted to investigate the relationship between the three dimensions of organisational justice: distributive, procedural and interactional justice towards voluntary turnover. This was an explanatory study that used a quantitative research design. Through a survey method, data was collected from a total of 115 respondents. The findings revealed that there was a significant relationship between employee turnover, distributive justice, procedural justice, and interactional justice. However, interactional justice had the strongest impact. This study also unearthed that attractive compensation is not the only method for the management to retain talent in organisations. Organisational justice plays an essential role in the retention of employees. These results will provide a better understanding of supervisors and human resource professionals with additional insights into the impact of organisational justice on employees' turnover. This study indicates that organisations' interactional justice practised is considered a central factor for employee retention. Although prior research has investigated a number of these issues, this study was the first to focus on employees in Small and Medium Enterprises in Malaysia.

Disclosure statementNo potential conflict of interest was reported by the author(s). Citation informationCite this article as: Does supportive supervisor complements the effect of ethical leadership on employee engagement?,

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