Connecting Digital Competence, Adaptability, and ASN Performance Through Engagement
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DOI:
https://doi.org/10.54099/ijdms.v4i1.2030Keywords:
digital competency, work adaptability, work engagement, civil servant performanceAbstract
Digital transformation in the public sector has changed not only how technology is used in daily work but also how civil servants are expected to respond to evolving work practices. Under these conditions, digital competency and work adaptability represent important individual capacities, while work engagement may serve as a mechanism linking these capacities to employee performance. This study examines the effects of digital competency and work adaptability on civil servant performance, with work engagement as an intervening variable. An explanatory quantitative approach with a cross-sectional design was employed. The population and sample consisted of 37 civil servants at the Department of Community and Village Empowerment of Sidoarjo Regency, all of whom were included through a census technique. Data were collected using a five-point Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that digital competency has a positive and significant effect on civil servant performance, with a path coefficient of 0.358, while work adaptability has a positive and significant effect with a coefficient of 0.290. Digital competency and work adaptability also have positive and significant effects on work engagement, with coefficients of 0.416 and 0.555, respectively. Work engagement, in turn, has a positive and significant effect on performance, with a coefficient of 0.329. The indirect-effect analysis further demonstrates that work engagement partially mediates the relationships between digital competency, work adaptability, and civil servant performance. These findings suggest that human resource management in an increasingly digitalized public-sector environment needs to integrate technological capability, adaptability, and employee engagement rather than treating them as separate dimensions.
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