The Moderating Impact of Transformational Leadership on Talent Management Effectiveness and Organizational Performance

Abstract

Introduction: Organizations need effective people management to succeed in today’s challenging business environment. It covers recruiting staff, retaining them, and developing them according to the organization’s goals. This research investigates the role of talent management in performance and organizational commitment (OC), acting as the mediator. It also looks at the potential role of transformational leadership in influencing the link between talent management and Organizational Performance (OP). 
Method: A questionnaire was distributed for gathering information, and then analysis was performed using SPSS and AMOS. To check validity and reliability, a series of statistical methods, such as Composite Reliability (CR), Average Variance Extracted (AVE), and Cronbach’s alpha, were utilized. Through Structural Equation Modeling (SEM), we explored the impact of talent management and commitment on performance. The results of the Confirmatory Factor Analysis (CFA) confirmed the measurement model. 
Result: There was a satisfactory relationship between the model and the researcher’s analysis using Conducting AMOS. It was found that the Cronbach’s alpha exceeded 0.8 for every construct, meaning all results were internally consistent. A CFA was used to verify the measurement model, and SEM was applied to examine the relationships proposed in the research.
Conclusion: The investigation found that organizational commitment and transformational leadership are positive influences. Good talent management has a positive effect on how the organization performs. It points out that encouraging commitment and using transformational leadership are important for managing employees well. These findings are valuable to companies that want to improve their performance by leading and managing people efficiently.