Implementasi Digital Leadership Terhadap Employee Agility Melalui Learning Organization Pada Perusahaan Berbasis Teknologi

Abstract

Digital transformation requires technology-based companies to develop employees who can respond to change rapidly, flexibly, and proactively. This study aims to examine the effect of Digital Leadership on Employee Agility by positioning Learning Organization as a mediating variable. A quantitative approach with an explanatory and cross-sectional research design was employed. In this research simulation, data were obtained from 34 respondents employees of technology-based companies and selected through purposive sampling. The data were analyzed using Structural Equation Modeling–Partial Least Squares with SmartPLS 4, covering measurement model evaluation, structural model assessment, hypothesis testing, and mediation analysis. The simulation results indicate that Digital Leadership has a positive and significant effect on both Learning Organization and Employee Agility. Learning Organization also has a positive and significant effect on Employee Agility. Furthermore, Learning Organization partially mediates the relationship between Digital Leadership and Employee Agility. These findings suggest that digital leadership enhances employee agility not only through direct managerial influence but also by establishing an organizational environment that supports continuous learning, knowledge sharing, team learning, empowerment, and a shared vision. Technology-based companies should therefore integrate digital leadership development with organizational learning systems to strengthen employees’ adaptability, flexibility, learning capability, resilience, and responsiveness. This integrated approach may help organizations build a more agile workforce and respond effectively to rapid technological and business changes