Figure 2
The conceptual model presents six main rectangular nodes connected by directional arrows with labeled path coefficients. On the left, two rectangular nodes labeled “Transformational Leadership (T L)” and “Shared Leadership (S L)” are connected by a bidirectional curved arrow labeled “0.69 double asterisk”. Starting from “Transformational Leadership (T L)”, an upward diagonal arrow labeled “0.17 double asterisk” points to “Communication Quality (C Q)”. A horizontal dashed arrow labeled “0.10” points to “Employee Performance (E P)”. A downward diagonal arrow labeled “0.27 double asterisk” points to “Organisational Commitment (O C)”. An arrow labeled “negative 0.21” points to “Intention To Leave (I L)” from “Transformational Leadership (T L)”. From “Shared Leadership (S L)”, an upward diagonal arrow labeled “0.48 double asterisk” points to “Communication Quality (C Q)”. A diagonal arrow labeled “0.29 double asterisk” points to “Employee Performance (E P)”. A dashed arrow labeled “negative 0.06” points to “Intention To Leave (I L)”. A downward diagonal arrow labeled “0.37 double asterisk” points to “Organisational Commitment (O C)”. Moving to the center, from “Communication Quality (C Q)”, a rightward arrow labeled “0.31 double asterisk” points to “Employee Performance (E P)”. A downward diagonal arrow labeled “negative 0.14” points to “Intention To Leave (I L)”. From “Organisational Commitment (O C)”, an upward diagonal arrow labeled “0.14 double asterisk” points to “Employee Performance (E P)”. A rightward arrow labeled “negative 0.33 double asterisk” points to “Intention To Leave (I L)”. Residual terms are shown as small circles. “e 1” connects to “Communication Quality (C Q)”, “e 2” connects to “Organisational Commitment (O C)”, “e 3” connects to “Employee Performance (E P)”, and “e 4” connects to “Intention To Leave (I L)”.SEM diagram with standardized regression weights for direct effects. Source: Authors’ own elaboration