<![CDATA[This research seeks to examine the individual influence of digital leadership and organizational commitment on employee performance, while also considering job satisfaction as an intervening variable within the Regional Secretariat of Sijunjung Regency. The study applies a quantitative approach using an explanatory research design. The population comprises 76 respondents, all of whom were included through a saturated sampling technique. Primary data were obtained באמצעות questionnaires employing a Likert scale to assess the research indicators. The analytical method utilized is Structural Equation Modeling (SEM). The findings indicate that digital leadership has a significant effect on both employee performance and job satisfaction, and that job satisfaction also contributes to improving employee performance. In contrast, organizational commitment does not demonstrate a significant influence on either employee performance or job satisfaction. Furthermore, job satisfaction is found to mediate the relationship between digital leadership and employee performance, whereas it does not mediate the relationship between organizational commitment and employee performance within the Regional Secretariat of Sijunjung Regency. From these results, enhancing digital leadership emerges as a key strategic focus, as it effectively boosts job satisfaction and employee performance both directly and indirectly. Job satisfaction should therefore be managed in a structured manner as a critical factor in maximizing the impact of digital leadership on organizational outcomes. Meanwhile, organizational commitment requires a more adaptive strategy, given its lack of demonstrated effect and its inability to function as a mediating variable in improving employee performance.]]>
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