Beyond Quotas: Organisational Support, Leadership Commitment, and Employee Development for Sustainable Workforce Localisation in Oman’s Logistics and Shipping Industry

Abstract

Workforce localisation is a strategic priority for Gulf Cooperation Council economies seeking to reduce reliance on expatriate labour and strengthen national human capital. This study examines how organisational support, leadership commitment, and employee development contribute to sustainable workforce localisation in Oman’s logistics and shipping industry. Guided by an interpretivist philosophy, a qualitative multiple-case study design was adopted, drawing on semi-structured interviews with twelve senior professionals from logistics organisations, government agencies, and higher education institutions. Data were analysed using reflexive thematic analysis supported by NVivo. The findings show that sustainable Omanization depends on leadership commitment embedded in performance management, organisational support that promotes employee adjustment and engagement, and continuous development that transforms recruitment into long-term capability. Skills shortages, competency mismatches, and retention pressures further demonstrate the limitations of quota-based compliance. Integrating the Resource-Based View, Social Exchange Theory, Institutional Theory, and Human Capital Theory, the study proposes a capability-based framework that positions workforce localisation as an organisational capability rather than a compliance outcome. The findings highlight the importance of leadership accountability, mentoring, career development, and integrated human resource systems for attracting, developing, and retaining Omani talent.