EXAMINING EMPLOYEE ENGAGEMENT AS A MODERATING VARIABLE IN THE RELATIONSHIP BETWEEN DIGITAL ORGANIZATIONAL CULTURE, EMPLOYEE DEVELOPMENT TRAINING, AND EMPLOYEE PRODUCTIVITY
DOI:
https://doi.org/10.36085/jam-ekis.v9i3.10118Abstract
This study aims to analyze the influence of digital organizational culture and employee development training on employee performance productivity with employee engagement as a moderation variable in the General Section of the Jember Regency Regional Secretariat. The study uses a quantitative approach with a survey method through the distribution of questionnaires to employees as respondents. The data was analyzed using the Structural Equation Modeling (SEM) approach based on Partial Least Squares (PLS). The results of the study show that Digital Organizational Culture does not have a positive and significant effect on Employee Performance Productivity. Employee Development Training does not have a positive and significant effect on Employee Performance Productivity. Employee Engagement has been proven to moderate the relationship between Digital Organizational Culture and Employee Performance Productivity. Employee Engagement has been shown to moderate the relationship between Employee Development Training and Employee Performance Productivity. Employee Engagement has the strongest direct influence on Employee Performance Productivity compared to other variables. This shows that the level of employee attachment is a key factor in increasing work productivity within the Jember Regency Regional Secretariat
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