Tjik Wan, Efendi Sugianto, Hamdan Hamdan, Juhari Juhari

THE INFLUENCE OF PARTICIPATORY LEADERSHIP STYLE, THE AVAILABILITY OF HUMAN RESOURCES AND INFORMATION TECHNOLOGY ABILITY ON WORK MOTIVATION WHICH IMPACT EMPLOYEE PERFORMANCE AT THE DISTRICT LEVEL IN PANGKALPINANG CITY

Introduction

The influence of participatory leadership style, the availability of human resources and information technology ability on work motivation which impact employee performance at the district level in pangkalpinang city. Analyzes participatory leadership, HR, and IT capability's influence on work motivation and employee performance in Pangkalpinang's public sector. Work motivation mediates these impacts.

Abstract

The improvement of public sector employee performance depends greatly on various managerial and technological factors. This study aims to analyze the influence of participative leadership style, human resource availability, and information technology capability on work motivation and their impact on employee performance at the sub-district level in Pangkal Pinang City. A quantitative approach was employed using a survey method involving 75 respondents. The data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) technique through SmartPLS version 4. The results indicated that participative leadership style, human resource availability, and information technology capability significantly influenced work motivation. Work motivation was also found to have a direct effect on employee performance. Meanwhile, the direct effects of participative leadership style and information technology capability on performance were not significant; however, both exerted indirect effects through work motivation as a mediating variable. These findings highlight the critical role of work motivation in mediating the influence of managerial and technological factors on achieving optimal employee performance in the public sector

Review

This study addresses a highly relevant and important topic concerning employee performance in the public sector, specifically at the district level in Pangkalpinang City. The research clearly articulates its objective to examine the influence of participatory leadership, human resource availability, and IT capability on work motivation and subsequent employee performance. The quantitative approach, employing a survey method with 75 respondents and robust Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) technique, is well-suited to exploring these complex relationships. The clear methodological outline and the focus on actionable factors affecting public service delivery make this paper a valuable contribution to the field of public administration and human resource management. The findings present several critical insights into the dynamics of public sector performance. It is significant that participatory leadership style, human resource availability, and information technology capability all directly and positively influence work motivation. Crucially, work motivation itself is confirmed as a direct and strong driver of employee performance. Perhaps the most salient finding is the mediating role of work motivation: while participatory leadership and IT capability did not show a direct effect on performance, their impact was fully channeled through work motivation. This highlights motivation as a linchpin variable, suggesting that improvements in leadership and technology capability in this context are effective only insofar as they successfully enhance employees' drive to perform. The practical implications of these results are substantial, offering clear guidance for policymakers and public sector managers in Pangkalpinang and potentially other similar contexts. Investing in leadership training that fosters participation, ensuring adequate and skilled human resources, and enhancing IT capabilities are important, but their ultimate success hinges on effectively cultivating employee motivation. While the study provides valuable insights, its scope is limited to a specific city and administrative level, suggesting opportunities for future research to validate these findings across broader geographical regions or different public sector domains. Exploring the qualitative aspects of these relationships, perhaps through interviews with employees, could also enrich understanding of the mechanisms through which motivation mediates these complex influences.

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