Analisis Kesenjangan Kompetensi dan Strategi Pengembangan Kapasitas Kepemimpinan Digital Aparatur Sipil Negara

Oki Kurniawan, Prof. Dr. Ahmad Maryudi, S.Hut., M.For.; Dr. Ir. Arnanto Nurprabowo, MP.

2026 | Tesis | S2 Mag.Studi Kebijakan

Transformasi digital pemerintahan menuntut kapasitas kepemimpinan yang tidak hanya mencakup literasi teknologi, tetapi juga kompetensi relasional, manajerial, dan kultural yang terintegrasi. Namun demikian, terdapat indikasi kesenjangan antara tuntutan kepemimpinan digital dan kapasitas aktual Aparatur Sipil Negara (ASN) dalam merespons transformasi tersebut. Penelitian ini bertujuan memetakan kesenjangan kompetensi kepemimpinan digital pejabat ASN, menjelaskan faktor dan konteks yang melatarbelakanginya, serta merumuskan strategi pengembangan kapasitas yang relevan bagi birokrasi Indonesia.

Penelitian menggunakan pendekatan mixed methods dengan desain sekuensial eksplanatoris (QUAN?qual). Fase kuantitatif dilakukan melalui survei terhadap 119 pejabat ASN alumni pelatihan kepemimpinan yang masih aktif menjalankan fungsi manajerial. Instrumen penelitian mengukur tingkat pemahaman, praktik aktual, dan kesenjangan pengetahuan-praktik (knowing-doing gap) pada enam dimensi e-leadership. Data dianalisis menggunakan statistik deskriptif dan gap analysis. Temuan kuantitatif selanjutnya diperdalam melalui wawancara semi-terstruktur dengan sembilan informan dan studi dokumentasi.

Hasil penelitian menunjukkan bahwa skor pemahaman dan praktik aktual pada seluruh dimensi e-leadership berada di bawah acuan normatif instrumen. Analisis knowing–doing gap memperlihatkan perbedaan arah antara dimensi relasional dan teknis-manajerial. Dimensi relasional menunjukkan nilai negatif, sedangkan dimensi teknis-manajerial menunjukkan nilai sedikit positif. Skor pemahaman dan praktik secara keseluruhan berada pada rentang yang relatif berdekatan. Analisis berdasarkan level manajerial juga menunjukkan pola yang menyerupai kurva-U secara deskriptif, dengan kelompok middle management dalam sampel mencatat skor praktik relatif lebih rendah dibandingkan kelompok manajerial lainnya. Temuan kualitatif menunjukkan bahwa pola kesenjangan tersebut berkaitan dengan interaksi antara faktor ideologis dan budaya, kondisi struktural dan organisasional, sistem pembelajaran, serta lingkungan kelembagaan dan wilayah.

Berdasarkan sintesis temuan kuantitatif dan kualitatif, penelitian ini mengusulkan model pengembangan kapasitas kepemimpinan digital yang inklusif, sebagai adaptasi pendekatan pengembangan kapasitas multi-level dalam konteks birokrasi Indonesia. Model pengembangan kapasitas tersebut beroperasi melalui tiga pilar utama, yaitu reformasi ekosistem pembelajaran, penguatan kapasitas middle management, dan sinergi kebijakan inklusif. Temuan ini menegaskan bahwa pengembangan kapasitas kepemimpinan digital ASN tidak cukup dilakukan melalui pelatihan individual, tetapi perlu dihubungkan dengan dukungan organisasi, koordinasi kelembagaan, dan kesiapan ekosistem digital.

Digital transformation in government requires leadership capacity that extends beyond technological literacy to encompass integrated relational, managerial, and cultural competencies. However, there are indications of a gap between the demands of digital leadership and the actual capacity of Indonesian civil servants to respond to this transformation. This study aims to map digital leadership competency gaps among civil servant managers, explain the underlying factors and contexts, and formulate capacity development strategies relevant to the Indonesian bureaucracy.

This study employed a mixed methods approach with an explanatory sequential design (QUAN?qual). The quantitative phase involved a survey of 119 civil servant managers who had completed leadership training and were actively performing managerial functions. The research instrument measured levels of understanding, actual practice, and the knowing–doing gap across six dimensions of e-leadership. The data were analysed using descriptive statistics and gap analysis. The quantitative findings were subsequently explored through semi-structured interviews with nine informants and a documentary study.

The findings indicate that the scores for understanding and actual practice across all dimensions of e-leadership were below the normative reference of the instrument. The knowing–doing gap analysis revealed different directional patterns between relational and technical-managerial dimensions. The relational dimensions showed negative values, whereas the technical-managerial dimensions showed slightly positive values. Overall, the scores for understanding and practice remained relatively close. The analysis by managerial level also revealed a descriptively U-shaped pattern, with the middle management group in the study sample reporting relatively lower practice scores than the other managerial groups. The qualitative findings indicate that these gap patterns were associated with interactions among ideological and cultural factors, structural and organisational conditions, learning systems, and institutional and regional environments.

Based on the synthesis of the quantitative and qualitative findings, this study proposes an inclusive digital leadership capacity development model as an adaptation of a multi-level capacity development approach to the context of the Indonesian bureaucracy. The model operates through three main pillars: learning ecosystem reform, middle management capacity strengthening, and inclusive policy coordination. The findings demonstrate that developing the digital leadership capacity of civil servants requires more than individual training; it must also be supported by enabling organisational conditions, institutional coordination, and the readiness of the digital ecosystem.

Kata Kunci : kepemimpinan digital, implementation gap, knowing-doing gap, pengembangan kapasitas, middle management