Digital Learning and Employee Performance: The Mediating Role of Employee Engagement in Indonesian Banking
Published:
2026-11-05Downloads
Abstract
Digital learning has become a central instrument for workforce development in banking, yet its performance effect may depend on employees’ psychological attachment to work. This study examines the effect of digital learning implementation on employee performance and tests employee engagement as a mediating mechanism at PT Bank Rakyat Indonesia (Persero) Tbk, Makassar Ahmad Yani Branch. A quantitative explanatory design was employed using a census of 50 employees who use the company’s digital learning platforms. Data were collected through a five-point Likert questionnaire and analyzed with Partial Least Squares–Structural Equation Modeling using SmartPLS 3 and 10,000 bootstrap subsamples. Digital learning implementation positively affects employee engagement (β = 0.455; p < 0.001), while employee engagement positively affects employee performance (β = 0.431; p = 0.002). The direct effect of digital learning on employee performance is not significant (β = 0.251; p = 0.093), whereas the indirect effect through employee engagement is significant (β = 0.196; p = 0.017), indicating indirect-only/full mediation. The findings show that digital learning produces stronger performance implications when it succeeds in strengthening employee engagement.
Keywords:
Banking Digital learning Employee Engagement Employee performance PLS-SEMReferences
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Copyright (c) 2026 Nur Qalbi, Hasbiyadi, Muhammad Akob Kadir, Yana Fajriah
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