Transformasi digital telah menjadi faktor kunci dalam meningkatkan efektivitas organisasi, termasuk pada sektor pemerintahan. Penelitian ini bertujuan untuk mengetahui peran strategis
digital leadership dalam meningkatkan
employee performance dan
organizational commitment dengan perantara transformasi digital pada pegawai Sekretariat Daerah Kota Serang.
Digital leadership dipahami sebagai kemampuan pemimpin dalam memimpin proses perubahan berbasis teknologi digital untuk menciptakan budaya kerja yang adaptif dan inovatif. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei melalui penyebaran kuesioner kepada 372 responden, kemudian data dianalisis menggunakan
Structural Equation Modeling berbasis
Partial Least Square (SEM-PLS).
Hasil penelitian menunjukkan bahwa digital leadership berpengaruh positif dan signifikan terhadap transformasi digital dengan nilai t-statistic sebesar 26.288 dan nilai p-value 0.000.
Digital leadership juga memiliki pengaruh positif dan signifikan terhadap
employee performance (t-
statistic 3.158; p-
value 0.002) serta terhadap
organizational commitment (t-
statistic 3.574; p-
value 0.000). Transformasi digital secara signifikan memediasi hubungan antara
digital leadership terhadap
employee performance (t-
statistic 3.324; p-
value 0.001) dan terhadap
organizational commitment (t-
statistic 5.777; p-
value 0.000). Temuan ini menegaskan bahwa penerapan gaya kepemimpinan digital mampu mendorong akselerasi transformasi digital dan meningkatkan kinerja serta loyalitas pegawai. Penelitian ini diharapkan dapat menjadi referensi praktis dalam merancang strategi kepemimpinan dan kebijakan pengembangan SDM berbasis teknologi di lingkungan instansi pemerintah.
Keywords: Digital Leadership, Transformasi Digital, Employee Performance, Organizational Commitment
Digital transformation has become a key factor in enhancing organizational effectiveness, including within government institutions. This study aims to examine the strategic role of digital leadership in improving employee performance and organizational commitment through digital transformation as a mediating variable among employees of the Regional Secretariat of Serang City. Digital leadership is defined as the leader's ability to drive change through digital technology and foster an adaptive and innovative work culture. This research adopts a quantitative approach by distributing questionnaires to 372 respondents. Data were analyzed using Structural Equation Modeling with the Partial Least Square (SEM-PLS) method.
The results indicate that digital leadership has a positive and significant effect on digital transformation (t-statistic = 26.288; p-value = 0.000). It also significantly influences employee performance (t-statistic = 3.158; p-value = 0.002) and organizational commitment (t-statistic = 3.574; p-value = 0.000). Furthermore, digital transformation plays a significant mediating role between digital leadership and both employee performance (t-statistic = 3.324; p-value = 0.001) and organizational commitment (t-statistic = 5.777; p-value = 0.000). These findings emphasize that the implementation of digital leadership can accelerate digital transformation and enhance both performance and employee loyalty. This study is expected to serve as a practical reference for formulating leadership strategies and HR development policies based on technology within the public sector.
Keywords: Digital Leadership, Digital Transformation, Employee Performance, Organizational Commitment