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Indonesian Journal of Innovation Studies

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Section Innovation in Economics, Finance and Sustainable Development

Digital Competence, Work Motivation, and Discipline in Civil Servant Performance


Kompetensi Digital, Motivasi Kerja, dan Disiplin dalam Kinerja Pegawai Negeri Sipil
Vol. 27 No. 4 (2026): October:
DOI : https://doi.org/10.21070/ijins.v27i4.2269
Published : Sep 17, 2026

Toni Saputra (1), M. Oktavianur (2)

(1) Program Studi Magister Manajemen, Universitas Bandar Lampung , Indonesia
(2) Program Studi Magister Manajemen, Universitas Bandar Lampung, Indonesia
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Abstract:

General Background: Digital government requires public employees capable of delivering professional, accurate, accountable, and technology-based administrative services. Specific Background: BKAD Mesuji employees face difficulties operating digital applications, insufficient work motivation, and disciplinary problems involving tardiness and delayed task completion; only 27% of employees have obtained certification or participated in SIPD technical training. Knowledge Gap: Although previous studies have examined individual workforce factors, no study identified in the manuscript has specifically assessed digital competence, work motivation, and work discipline together in relation to employee performance at BKAD Mesuji. Aims: This study examines these three factors through a quantitative explanatory survey involving all 44 BKAD Mesuji employees and multiple linear regression analysis. Results: Digital competence showed a positive significant association with employee performance (β = 0.304; p = 0.005), as did work motivation (β = 0.384; p < 0.001) and work discipline (β = 0.322; p = 0.015). Work motivation recorded the largest standardized coefficient among the three predictors. Novelty: The study jointly examines digital capability, motivational conditions, and rule-compliant work behavior within the specific administrative setting of BKAD Mesuji. Implications: The findings support workforce management that addresses technological capability, motivational conditions, and compliance, while the manuscript specifically recommends fair rewards, incentive systems, career-development opportunities, and a supportive work environment to reinforce motivation.


Highlights:



  • Technology proficiency records a positive significant coefficient of β = 0.304.

  • Internal drive records the largest standardized coefficient at β = 0.384.

  • Rule compliance remains statistically significant with β = 0.322 and p = 0.015.


Keywords: Performance, ASN, Competence

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