Digital Economy and Corporate Brand Personality in Building a Sustainable Brand in the Indonesian Music Creative Industry

Abstract

This study aims to analyze the influence of competence, work discipline, and leadership on employee performance, both directly and indirectly through career development, at the District Office in Bondowoso Regency. The approach used is quantitative with the Structural Equation Modeling (SEM) method through the assistance of SmartPLS 4.0 software. The population in this study amounted to 720 employees, with a sample of 108 respondents or 15% of the population selected using purposive sampling techniques, based on certain criteria. The results of the analysis indicate that competence and work discipline have a significant effect on career development, while leadership does not show a significant effect on career development. Furthermore, competence, work discipline, leadership, and career development are proven to have a significant effect on employee performance. Career development is also proven to significantly mediate the influence of competence and leadership on performance, but does not mediate the influence of work discipline on employee performance. These findings indicate that competence and career development are important keys in improving employee performance, while work discipline and leadership are more effective if linked directly to employee work results without intermediaries. The implications of this study suggest the need to strengthen career development policies that are integrated with performance and competency assessment systems. Furthermore, it is crucial for sub-district leaders to play an active role as career facilitators for employees. This research provides theoretical and practical contributions to the development of civil servant performance management at the sub-district level.

Keywords: competence, work discipline, leadership, career development, and employee performance