<![CDATA[The organizational performance of the Medan City Manpower Agency is reflected in the effectiveness of its services regarding industrial relations supervision and manpower administration. This study employed an associative approach, which aims to identify the relationship or connection between one variable and another (Sugiyono, 2021). The method employed was quantitative. The data used in this study included both primary and secondary data. The research was conducted at the Medan City Manpower Office, located at Jl. KH. Wahid Hasyim No. 14, Medan (20154), North Sumatra Province. The population for this study consists of all 39 civil servants (PNS) at the Medan City Manpower Agency. The study focuses on the following variables: digital competence, the non-physical work environment, work engagement, and employee performance. A non-probability sampling technique—specifically, saturated sampling—was employed; consequently, the entire population (all 39 civil servants at the Medan City Manpower Agency) served as the sample. The use of saturated sampling aims to obtain more representative and accurate data while minimizing the likelihood of sampling error. Thus, the sample size for this study is 39 respondents, comprising all active employees at the Medan City Manpower Agency. The research results indicate that Digital competence has a positive and significant effect on employee performance at the Medan City Manpower Office. The non-physical work environment does not have a significant effect on employee performance at the Medan City Manpower Office; however, job stability has a positive and significant effect on employee performance at the Medan City Manpower Office. Digital competence, the non-physical work environment, and job stability simultaneously have a significant effect on employee performance at the Medan City Manpower Office.]]>
