The Mediating Role of Employee Commitment in the Relationship Between Talent Acquisition and Competitive Advantage: Evidence from the Saudi Private Sector

In the context of increasing global competition and digital transformation, organizations are placing greater emphasis on human capital as a key driver of sustainable competitive advantage. This study examines the mediating role of employee commitment in the relationship between talent acquisition and competitive advantage, focusing on the private technology sector in Saudi Arabia—an industry central to the country’s Vision 2030 objectives. Drawing upon the Resource-Based View (RBV) and Social Exchange Theory (SET), the research proposes a conceptual model in which employee commitment functions as a psychological mechanism through which strategic recruitment practices contribute to long-term organizational performance.
Data were collected from 200 employees working in mid-sized and large private technology firms across major Saudi cities. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS, the study assessed both measurement and structural models. The results confirm that talent acquisition has a significant and positive effect on employee commitment, and that employee commitment strongly contributes to enhancing competitive advantage. Moreover, the analysis supports a partial mediating role of employee commitment, suggesting that while recruitment has a direct impact on performance, its strategic value is amplified when it leads to increased employee loyalty and engagement.
These findings contribute to the literature by integrating two theoretical perspectives into a unified framework and provide practical guidance for HR leaders. The study emphasizes that strategic recruitment is not solely about attracting talent, but also about fostering commitment that supports innovation, agility, and long-term competitive positioning, particularly within the goals of Saudi Arabia’s Vision 2030.