Digital Competence, Work-Life Balance, Organizational Commitment and Job Performance of Local Government Units in Northern Mindanao, Philippines

Digital transformation has significantly reshaped public administration, requiring local government employees to develop digital competence while maintaining work-life balance and organizational commitment to sustain high job performance. This study examined the levels of digital competence, work-life balance, organizational commitment, and job performance among 283 regular employees from eight municipalities in the 3rd District of Bukidnon, Philippines. Guided by Social Exchange Theory, Self-Determination Theory, Transformational Leadership Theory, and Meyer and Allen's Three-Component Model, the research further investigated whether significant relationships exist between job performance and the three organizational variables. Using a correlational research design, data were collected from employees through stratified random sampling. A validated 109-item survey instrument measured digital competence (information and data literacy, communication and collaboration, digital content creation, safety information, and problem-solving), work-life balance (autonomy, competence, and relatedness), organizational commitment (affective, continuance, and normative), and job performance. Descriptive statistics and Pearson product-moment correlation were employed for data analysis. Findings revealed high levels of digital competence, work-life balance, and organizational commitment, alongside very satisfactory job performance. Significant positive relationships were found between job performance and digital competence, work-life balance, and organizational commitment (p < .05). The results emphasize the strategic importance of digital upskilling, supportive work-life policies, and commitment-building initiatives in strengthening employee performance in local government agencies.

Digital competence, work-life balance, organizational commitment, job performance

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