Digital Competence and Employee Performance: The Mediating Role of Work Motivation in the Public Sector

Abstract

This study analyzes the influence of digital competence on employee performance, with a focus on the mediating role of work motivation. The research was conducted among civil servants (The State Civil Apparatus) in the West Kalimantan Provincial Government. A quantitative explanatory approach was employed, involving 387 respondents selected via stratified random sampling. Data were analyzed using Structural Equation Modeling (SEM-PLS). Results show that digital competence significantly affects both motivation and performance, directly and indirectly. The mediation path is confirmed (β = 0.308, p < 0.05), supporting Self-Determination Theory, which posits that autonomy, competence, and relatedness stimulate intrinsic motivation. The study contributes to the theory of digital transformation in the public sector and offers practical strategies for HR development in the digital era. Furthermore, the findings underscore the importance of strengthening digital skills training programs to enhance not only technical capabilities but also psychological readiness among civil servants. The positive and significant effect of digital competence on motivation highlights the need to design digital systems that are user-friendly and supportive of employee autonomy. This study also reveals that motivated employees are more adaptive and responsive to technological changes in their work environment. These insights align with prior research indicating that digital readiness and motivation are critical enablers of successful public sector reform. As a result, policymakers are encouraged to integrate motivational strategies into digital transformation initiatives to optimize performance outcomes.