The Influence of Digital Leadership Style on Employee Performance at the Regional Financial and Revenue Management Agency of Binjai City
Keywords:
Digital Leadership, Employee Performance, Organizational EffectivenessAbstract
This study investigates the influence of digital leadership on employee performance within an organizational setting. A total of 91 respondents participated, and data were analyzed using descriptive statistics and regression analysis. The descriptive findings indicate that both digital leadership (M = 4.75; SD = 0.39) and employee performance (M = 4.87; SD = 0.54) were rated at high levels, suggesting that the organizational environment is already characterized by effective leadership practices and strong performance outcomes. The regression analysis demonstrates that digital leadership has a significant positive effect on employee performance, with a regression coefficient (B = 1.187), standardized Beta (β = 0.751), and t-value (9.548). These results imply that every one-unit increase in digital leadership contributes to a 1.187-unit increase in employee performance, confirming the central role of leadership in enhancing employee outcomes. The constant value (9.312) also indicates that employee performance remains at a positive baseline, but digital leadership strengthens and elevates it further. The model summary reveals a correlation coefficient (R = 0.755) and coefficient of determination (R² = 0.532), indicating that digital leadership explains 53.2% of the variance in employee performance, while the remaining 46.8% is influenced by other factors not examined in this study. Overall, the findings highlight that digital leadership is a critical driver of employee performance in the digital era, emphasizing the importance of adopting effective digital leadership strategies to optimize organizational outcomes.
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