Reinforce Human Resource Performance Through the Implementation of E-Government and Leadership in the Government Organization

Abstract

Objective: This research aims to analyze the relationship between e-government variables and human resource performance and analyze the relationship between leadership and human resource performance in government organizations. Method: This research method is quantitative research using surveys, research data was obtained by distributing online questionnaires via social media. The questionnaire was designed using a Likert scale of 1 to 7. The respondents for this research were 458 senior government office staff who were selected using a simple random sampling method. Research data was analyzed using structural equation modeling (SEM) partial least squares (PLS) with the SmartPLS 3.0 software tool. The research stages are the outer model test, namely the validity, reliability test and the inner model test, namely the significance test or hypothetical test. The hypothesis of this research is that there is a positive and significant influence between e-government on performance and there is a positive and significant influence between leadership and performance. Results: Based on the results of analysis tests using structural equation modeling (SEM) partial least squares (PLS) with the SmartPLS 3.0 software tool, it was found that the relationship between e-government and performance resulted in a p value of less than 0.050 and a T value of greater than 1.96. The relationship between leadership and performance results in a p value of less than 0.050 and a T value of greater than 1.96. Conclusion: The conclusion of this research is that there is a positive and significant influence between e-government on performance and there is a positive and significant influence between leadership and performance. E-government and leadership are important factors for improving the performance of human resources in government organizations.