The Effects of Transformational Leadership, Motivation, Competence, and Commitment on Innovation Capability and Their Implications for the Performance of Civil Servants (A Study of the West Java Provincial Department of Industry and Trade)

Rohman Agus Jatnika; M. Sidik  Priadana; Senen  Machmud

doi:10.46799/adv.v4i9.636

Authors

Rohman Agus Jatnika Universitas Pasundan Bandung
M. Sidik Priadana Universitas Pasundan Bandung
Senen Machmud Sekolah Tinggi Ilmu Ekonomi Pasundan Bandung

DOI:

https://doi.org/10.46799/adv.v4i9.636

Keywords:

transformational leadership, work motivation, competence, commitment, innovation capability

Abstract

This study examined the effects of transformational leadership, work motivation, competence, and commitment on innovation capability and their implications for the performance of civil servants (Aparatur Sipil Negara [ASN]) at the Department of Industry and Trade (Dinas Perindustrian dan Perdagangan [Disperindag]) of West Java Province. The study was conducted based on preliminary findings indicating that employee performance, innovation capability, transformational leadership, motivation, competence, and commitment were categorized as relatively good but had not yet reached optimal levels. A quantitative approach using descriptive and verificative methods was applied. The study employed a saturated sampling technique involving all 350 ASN employees at Disperindag West Java. Data were collected through a Likert-scale questionnaire and analyzed using Structural Equation Modeling (SEM) with LISREL 8.80. The results indicated that transformational leadership, work motivation, competence, and commitment simultaneously and partially had significant positive effects on innovation capability, accounting for 77.63% of its variance. Furthermore, innovation capability had a significant positive effect on employee performance, explaining 83.41% of the variance. Among the examined factors, transformational leadership had the strongest influence on innovation capability (22.90%), followed by competence (19.78%), motivation (18.37%), and commitment (16.58%). Innovation capability functioned as a key mediating variable connecting the four antecedent factors with employee performance. The structural model demonstrated good fit criteria, confirming its theoretical adequacy. These findings highlighted the importance of an integrated human resource strategy to strengthen leadership, motivation, competence, and commitment in improving innovation capability and ASN performance.

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