Economic: Journal Economic and Business

The influence of digital leadership and work environment on employee performance at BPKPD of Tebing Tinggi City

Rizky Eggy Chandra Bu’ulolo — 2026-08-10

Digital transformation in the public sector requires technology-adaptive leadership and a supportive work environment to enhance employee performance. This study examines the partial and simultaneous effects of Digital Leadership and the Work Environment on Employee Performance at the Regional Financial and Revenue Management Agency (BPKPD) of Tebing Tinggi City. A quantitative approach with an explanatory survey design was employed. The study population consisted of 92 employees, with 88 respondents included in the statistical analysis. Data were collected using a five-point Likert-scale questionnaire and analyzed through multiple linear regression using IBM SPSS Statistics. The results show that Digital Leadership has a positive and significant effect on Employee Performance (beta = 0.391, t = 4.452, p less than 0.001), while the Work Environment also has a positive and significant effect (beta = 0.456, t = 5.200, p less than 0.001). Simultaneously, both variables significantly affect Employee Performance (F(2,85) = 56.313, p less than 0.001), with an Adjusted R² of 0.560. These findings highlight the importance of strengthening digital leadership capabilities and maintaining supportive workplace conditions to improve employee performance in public-sector organizations undergoing digital transformation.

The influence of work from home and work-life balance on job satisfaction mediated by work stress at the regional development planning agency (Bappeda) of South Tapanuli Regency

Sri Anggraeni Nasution — 2026-08-10

This study examines the relationships between Work From Home (WFH), Work-Life Balance (WLB), and Job Satisfaction, with Work Stress acting as a mediating variable among employees of the Regional Development Planning Agency (Bappeda) of South Tapanuli Regency. A quantitative cross-sectional survey design was employed, involving the entire population of 72 employees through a saturated sampling approach. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The results show that WFH was positively and significantly associated with Job Satisfaction, with a path coefficient of 0.267 and a p-value of 0.021, while WLB showed a positive and significant relationship with a coefficient of 0.341 and a p-value of 0.004. WFH and WLB were negatively associated with Work Stress, whereas Work Stress was negatively associated with Job Satisfaction. Work Stress partially mediated the relationships of WFH and WLB with Job Satisfaction, with indirect effects of 0.093 and 0.116, respectively. The model explained 71.2% of the variance in Job Satisfaction. These findings highlight the importance of flexible work arrangements, work-life balance, and effective stress management in supporting employee satisfaction in public-sector organizations.

The role of self-efficacy in mediating the effects of transformational leadership and teacher competence on teacher performance at SMP Negeri 2 Dolok Masihul

Irpan Amin — 2026-08-10

This study examines the role of self-efficacy in mediating the effects of transformational leadership and teacher competence on teacher performance at SMP Negeri 2 Dolok Masihul. A quantitative approach with a cross-sectional design was employed, involving the entire population of 65 teachers through saturated sampling. Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 4.0. The results demonstrate that transformational leadership and teacher competence have positive and significant effects on both self-efficacy and teacher performance. Self-efficacy also has a positive and significant effect on teacher performance. The mediation analysis indicates that self-efficacy partially mediates the effects of transformational leadership and teacher competence on teacher performance, with indirect effect coefficients of 0.143 and 0.136, respectively. The research model explains 61.2 percent of the variance in self-efficacy and 71.4 percent of the variance in teacher performance. These findings highlight the importance of strengthening transformational leadership, professional competence, and teachers' confidence in their capabilities as complementary mechanisms for improving teacher performance.