Impact of transformational leadership on talent management ecosystem to maintain organizational competitiveness and productivity in high competitive business landscape: An empirical study on IT sector of Pakistan
Keywords:
Transformational Leadership, Talent Management Ecosystem, Organizational Competitiveness, Organizational Productivity, IT Sector, Pakistan, SPSS AnalysisAbstract
This study examines the impact of transformational leadership on the talent management ecosystem and its subsequent influence on organizational competitiveness and organizational productivity within the IT sector of Pakistan. In contemporary dynamic and knowledge-driven industries, leadership and human resource systems are considered critical determinants of sustainable organizational performance. Grounded in transformational leadership theory and the resource-based view (RBV), the study proposes that transformational leadership enhances organizational outcomes both directly and indirectly through a well-structured talent management ecosystem. A quantitative, cross-sectional research design was employed, and data were collected from 350 employees working in IT organizations in Pakistan using a structured questionnaire and convenience sampling technique. The proposed model was tested using statistical techniques in SPSS, including reliability analysis, correlation, and regression-based hypothesis testing. The findings reveal that transformational leadership has a significant positive effect on talent management ecosystem, organizational competitiveness, and organizational productivity. Furthermore, the talent management ecosystem significantly influences both organizational competitiveness and productivity. The results also confirm the mediating role of the talent management ecosystem in the relationship between transformational leadership and organizational outcomes, indicating that leadership effectiveness is strengthened when supported by robust talent management practices. The study contributes to the literature by integrating leadership theory with strategic human resource management and highlighting the mediating mechanism of talent management in enhancing organizational performance. Practically, the findings suggest that IT organizations should invest in developing transformational leadership capabilities and strengthening their talent management systems to improve competitiveness and productivity in highly competitive environments. However, the study is limited by its cross-sectional design, sector-specific focus, and reliance on self-reported data. Future research is recommended to expand the model across different industries and employ longitudinal or mixed-method approaches for deeper insights.
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