Strategic HR Management Model Based on Digital Competencies and Organizational Culture in Improving the Innovative Performance of Public Sector Employee

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Digital transformation has become an urgent necessity for the public sector, particularly at the local government level, which often faces infrastructural limitations and bureaucratic complexity. The urgency of this study lies in the need to understand how digital competence and an innovative organizational culture can foster civil servants’ innovative performance. The primary objective is to examine the influence of digital competence on innovative organizational culture and innovative performance, while also analyzing the mediating role of organizational culture in strengthening this relationship. The central research question is to what extent digital competence drives innovative performance, both directly and indirectly through organizational culture. This study employed a quantitative approach with an explanatory correlational design. Data were collected through a survey of 365 civil servants in Tana Toraja Regency using proportionate stratified random sampling. Structural Equation Modeling–Partial Least Squares (SEM-PLS) was applied to test validity, reliability,
and inter-variable relationships. The findings reveal that digital competence significantly influences innovative organizational culture (β=0.63; p<0.001) and innovative performance (β=0.41; p<0.001). Innovative organizational culture also significantly affects innovative performance (β=0.46; p<0.001) and partially mediates the relationship between digital competence and innovative performance. Overall, the model explains 57% of the variance in innovative performance. The study concludes that enhancing civil servants’ digital literacy must be accompanied by strengthening organizational cultures that foster creativity, collaboration, and risk tolerance.Theoretically, the study integrates digital competence and organizational culture within a strategic HRM framework. Practically, it provides a policy basis for local governments to design digital- and innovation-oriented human resource development strategies.