<![CDATA[This study examines digital leadership and job promotion as antecedents of organizational commitment and evaluates their direct and indirect effects on personnel performance at the Aceh Police Narcotics Directorate. The study used a quantitative explanatory design. The researcher distributed questionnaires to 85 personnel and analyzed 75 complete responses using SPSS-based path analysis. The first structural model showed that digital leadership and job promotion significantly increased organizational commitment, with standardized coefficients of 0.311 and 0.289. The second model showed significant positive effects of digital leadership, job promotion, and organizational commitment on personnel performance, with coefficients of 0.365, 0.240, and 0.262. The model explained 28.5 percent of organizational commitment variance and 51.3 percent of personnel performance variance. The calculated indirect effects were 0.081 for digital leadership and 0.076 for job promotion through organizational commitment. Although the thesis classified the paths as full mediation using the Baron and Kenny criterion, the Sobel statistics did not reach the 5 percent significance level. The findings emphasize that digitally competent leadership, transparent promotion practices, and sustained organizational commitment jointly strengthen police personnel performance.]]>
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