Digital Competency Analysis, Work-Balance and Organizational Support for Employee Performance Through Job Satisfaction
Abstract
This study aims to test and analyze the influence of digital competencies, work balance, and organizational support on employee performance through job satisfaction as an intervening variable in the Human Resources Bureau of the North Sumatra Police. This study uses a quantitative approach with a population of 115 employees. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires on the Likert scale. Data analysis was carried out using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 program. The results of the study show that digital competence, work balance, and organizational support have a positive and significant effect on employee performance and job satisfaction, respectively. Job satisfaction also has a positive and significant effect on employee performance. The results of the indirect influence test showed that job satisfaction was able to positively and significantly mediate the influence of digital competence, work balance, and organizational support on employee performance. The R-square value of job satisfaction of 0.385 shows that digital competence, work balance, and organizational support are able to explain job satisfaction by 38.5%. Meanwhile, the R-square value of employee performance of 0.493 shows that digital competence, work balance, organizational support, and job satisfaction are able to explain employee performance by 49.3%. The findings of the study confirm that improving employee performance can be done through strengthening digital competencies, creating work balance, increasing organizational support, and establishing better job satisfaction.
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