The Influence of Digital Transformation and Digital Leadership on HR Performance
Abstract
This study aims to analyze the influence of Digital Leadership on Human Resource Performance (HR Performance) with Digital Transformation as an intervening variable at the Regional Office of the Directorate General of Customs and Excise of Central Java and the Special Region of Yogyakarta. This research employs an explanatory design using a quantitative approach. The study population consisted of 203 personnel, and based on the Slovin formula, a total of 156 respondents were selected as samples. The sampling technique used is non-probability sampling with the convenience sampling method (Hair, 2021), chosen for its efficiency in terms of time and accessibility to respondents. The data consists of primary data obtained through questionnaires distributed to respondents, and secondary data sourced from the Regional Office of the Directorate General of Customs and Excise of Central Java and Yogyakarta. Questionnaires were distributed online using Google Forms to reach respondents across different work units, with follow-up communication conducted to ensure an adequate response rate. Data were measured using a five-point Likert scale ranging from “strongly disagree” to “strongly agree.” The data analysis employed Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that: (1) Digital Leadership has a positive and significant effect on HR Performance; (2) Digital Leadership also has a positive and significant effect on Digital Transformation; and (3) Digital Transformation has a positive and significant effect on HR Performance. These findings indicate that improving HR performance can be achieved through the implementation of effective and adaptive digital leadership, which fosters the successful implementation of digital transformation within the governmental organizational environment.
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