Article The Contribution of Digital Learning, Performance Coaching, and Work Technology to Employee Performance through Strengthening Organizational Culture

Huda Gilang Handaru; Anies Lastiati

doi:10.55681/economina.v5i9.4096

Authors

Huda Gilang Handaru Universitas Trilogi, Indonesia
Anies Lastiati Universitas Trilogi, Indonesia

DOI:

https://doi.org/10.55681/economina.v5i9.4096

Keywords:

Digital Learning, Performance Coaching, Work Technology, Organizational Culture, Employee Performance

Abstract

This study aims to analyze the effects of digital learning, performance coaching, and work technology on employee performance, both directly and indirectly through organizational culture as a mediating variable at the Special Jakarta Regional Office of the Directorate General of Taxes. The study employed a quantitative approach with an analytical observational, cross-sectional, and explanatory research design. Primary data were collected through an online questionnaire using purposive sampling, resulting in 97 employees who met the research criteria. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software. The results show that digital learning has a positive and significant effect on both employee performance and organizational culture. Work technology also has a positive and significant effect on employee performance and organizational culture. In contrast, performance coaching has no significant effect on either employee performance or organizational culture. Organizational culture has a positive and significant effect on employee performance and partially mediates the effects of digital learning and work technology on employee performance, while no mediating effect is found for performance coaching. The model explains 48.8% of the variance in organizational culture and 51.0% of the variance in employee performance. These findings indicate that improving employee performance is more effectively achieved through digital learning, work technology utilization, and organizational culture internalization than through the intensity of formal performance coaching alone.

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