A systematic literature review of interpersonal communication strategies for optimizing government employee performance in the digital era

A systematic literature review of interpersonal... | F1000Research "use strict";function _typeof(t){return(_typeof="function"==typeof Symbol&&"symbol"==typeof Symbol.iterator?function(t){return typeof t}:function(t){return t&&"function"==typeof Symbol&&t.constructor===Symbol&&t!==Symbol.prototype?"symbol":typeof t})(t)}!function(){var t=function(){var t,e,o=[],n=window,r=n;for(;r;){try{if(r.frames.__tcfapiLocator){t=r;break}}catch(t){}if(r===n.top)break;r=r.parent}t||(!function t(){var e=n.document,o=!!n.frames.__tcfapiLocator;if(!o)if(e.body){var r=e.createElement("iframe");r.style.cssText="display:none",r.name="__tcfapiLocator",e.body.appendChild(r)}else setTimeout(t,5);return!o}(),n.__tcfapi=function(){for(var t=arguments.length,n=new Array(t),r=0;r 3&&2===parseInt(n[1],10)&&"boolean"==typeof n[3]&&(e=n[3],"function"==typeof n[2]&&n[2]("set",!0)):"ping"===n[0]?"function"==typeof n[2]&&n[2]({gdprApplies:e,cmpLoaded:!1,cmpStatus:"stub"}):o.push(n)},n.addEventListener("message",(function(t){var e="string"==typeof t.data,o={};if(e)try{o=JSON.parse(t.data)}catch(t){}else o=t.data;var n="object"===_typeof(o)&&null!==o?o.__tcfapiCall:null;n&&window.__tcfapi(n.command,n.version,(function(o,r){var a={__tcfapiReturn:{returnValue:o,success:r,callId:n.callId}};t&&t.source&&t.source.postMessage&&t.source.postMessage(e?JSON.stringify(a):a,"*")}),n.parameter)}),!1))};"undefined"!=typeof module?module.exports=t:t()}(); dataLayer = dataLayer || []; // Standard GTM initialization - Google Consent Mode handles consent automatically (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start': new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0], j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src= 'https://www.googletagmanager.com/gtm.js?id='+i+dl+ '>m_auth=hzk0Vc3qFsQYhCrIoHz68A>m_preview=env-1>m_cookies_win=x';f.parentNode.insertBefore(j,f); })(window,document,'script','dataLayer','GTM-MWFK8L5J'); ;window.NREUM||(NREUM={});NREUM.init={distributed_tracing:{enabled:true},privacy:{cookies_enabled:true},ajax:{deny_list:["bam.nr-data.net"]}}; ;NREUM.loader_config={accountID:"438030",trustKey:"438030",agentID:"772317073",licenseKey:"97f8f67f26",applicationID:"772317073"} ;NREUM.info={beacon:"bam.nr-data.net",errorBeacon:"bam.nr-data.net",licenseKey:"97f8f67f26",applicationID:"772317073",sa:1} ;/*! For license information please see nr-loader-spa-1.236.0.min.js.LICENSE.txt */ (()=>{"use strict";var e,t,r={5763:(e,t,r)=>{r.d(t,{P_:()=>l,Mt:()=>g,C5:()=>s,DL:()=>v,OP:()=>T,lF:()=>D,Yu:()=>y,Dg:()=>h,CX:()=>c,GE:()=>b,sU:()=>_});var n=r(8632),i=r(9567);const o={beacon:n.ce.beacon,errorBeacon:n.ce.errorBeacon,licenseKey:void 0,applicationID:void 0,sa:void 0,queueTime:void 0,applicationTime:void 0,ttGuid:void 0,user:void 0,account:void 0,product:void 0,extra:void 0,jsAttributes:{},userAttributes:void 0,atts:void 0,transactionName:void 0,tNamePlain:void 0},a={};function s(e){if(!e)throw new Error("All info objects require an agent identifier!");if(!a[e])throw new Error("Info for ".concat(e," was never set"));return a[e]}function c(e,t){if(!e)throw new Error("All info objects require an agent identifier!");a[e]=(0,i.D)(t,o),(0,n.Qy)(e,a[e],"info")}var u=r(7056);const d=()=>{const e={blockSelector:"[data-nr-block]",maskInputOptions:{password:!0}};return{allow_bfcache:!0,privacy:{cookies_enabled:!0},ajax:{deny_list:void 0,enabled:!0,harvestTimeSeconds:10},distributed_tracing:{enabled:void 0,exclude_newrelic_header:void 0,cors_use_newrelic_header:void 0,cors_use_tracecontext_headers:void 0,allowed_origins:void 0},session:{domain:void 0,expiresMs:u.oD,inactiveMs:u.Hb},ssl:void 0,obfuscate:void 0,jserrors:{enabled:!0,harvestTimeSeconds:10},metrics:{enabled:!0},page_action:{enabled:!0,harvestTimeSeconds:30},page_view_event:{enabled:!0},page_view_timing:{enabled:!0,harvestTimeSeconds:30,long_task:!1},session_trace:{enabled:!0,harvestTimeSeconds:10},harvest:{tooManyRequestsDelay:60},session_replay:{enabled:!1,harvestTimeSeconds:60,sampleRate:.1,errorSampleRate:.1,maskTextSelector:"*",maskAllInputs:!0,get blockClass(){return"nr-block"},get ignoreClass(){return"nr-ignore"},get maskTextClass(){return"nr-mask"},get blockSelector(){return e.blockSelector},set blockSelector(t){e.blockSelector+=",".concat(t)},get maskInputOptions(){return e.maskInputOptions},set maskInputOptions(t){e.maskInputOptions={...t,password:!0}}},spa:{enabled:!0,harvestTimeSeconds:10}}},f={};function l(e){if(!e)throw new Error("All configuration objects require an agent identifier!");if(!f[e])throw new Error("Configuration for ".concat(e," was never set"));return f[e]}function h(e,t){if(!e)throw new Error("All configuration objects require an agent identifier!");f[e]=(0,i.D)(t,d()),(0,n.Qy)(e,f[e],"config")}function g(e,t){if(!e)throw new Error("All configuration objects require an agent identifier!");var r=l(e);if(r){for(var n=t.split("."),i=0;i {r.d(t,{D:()=>i});var n=r(50);function i(e,t){try{if(!e||"object"!=typeof e)return(0,n.Z)("Setting a Configurable requires an object as input");if(!t||"object"!=typeof t)return(0,n.Z)("Setting a Configurable requires a model to set its initial properties");const r=Object.create(Object.getPrototypeOf(t),Object.getOwnPropertyDescriptors(t)),o=0===Object.keys(r).length?e:r;for(let a in o)if(void 0!==e[a])try{"object"==typeof e[a]&&"object"==typeof t[a]?r[a]=i(e[a],t[a]):r[a]=e[a]}catch(e){(0,n.Z)("An error occurred while setting a property of a Configurable",e)}return r}catch(e){(0,n.Z)("An error occured while setting a Configurable",e)}}},6818:(e,t,r)=>{r.d(t,{Re:()=>i,gF:()=>o,q4:()=>n});const n="1.236.0",i="PROD",o="CDN"},385:(e,t,r)=>{r.d(t,{FN:()=>a,IF:()=>u,Nk:()=>f,Tt:()=>s,_A:()=>o,il:()=>n,pL:()=>c,v6:()=>i,w1:()=>d});const n="undefined"!=typeof window&&!!window.document,i="undefined"!=typeof WorkerGlobalScope&&("undefined"!=typeof self&&self instanceof WorkerGlobalScope&&self.navigator instanceof WorkerNavigator||"undefined"!=typeof globalThis&&globalThis instanceof WorkerGlobalScope&&globalThis.navigator instanceof WorkerNavigator),o=n?window:"undefined"!=typeof WorkerGlobalScope&&("undefined"!=typeof self&&self instanceof WorkerGlobalScope&&self||"undefined"!=typeof globalThis&&globalThis instanceof WorkerGlobalScope&&globalThis),a=""+o?.location,s=/iPad|iPhone|iPod/.test(navigator.userAgent),c=s&&"undefined"==typeof SharedWorker,u=(()=>{const e=navigator.userAgent.match(/Firefox[/\s](\d+\.\d+)/);return Array.isArray(e)&&e.length>=2?+e[1]:0})(),d=Boolean(n&&window.document.documentMode),f=!!navigator.sendBeacon},1117:(e,t,r)=>{r.d(t,{w:()=>o});var n=r(50);const i={agentIdentifier:"",ee:void 0};class o{constructor(e){try{if("object"!=typeof e)return(0,n.Z)("shared context requires an object as input");this.sharedContext={},Object.assign(this.sharedContext,i),Object.entries(e).forEach((e=>{let[t,r]=e;Object.keys(i).includes(t)&&(this.sharedContext[t]=r)}))}catch(e){(0,n.Z)("An error occured while setting SharedContext",e)}}}},8e3:(e,t,r)=>{r.d(t,{L:()=>d,R:()=>c});var n=r(2177),i=r(1284),o=r(4322),a=r(3325);const s={};function c(e,t){const r={staged:!1,priority:a.p[t]||0};u(e),s[e].get(t)||s[e].set(t,r)}function u(e){e&&(s[e]||(s[e]=new Map))}function d(){let e=arguments.length>0&&void 0!==arguments[0]?arguments[0]:"",t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:"feature";if(u(e),!e||!s[e].get(t))return a(t);s[e].get(t).staged=!0;const r=[...s[e]];function a(t){const r=e?n.ee.get(e):n.ee,a=o.X.handlers;if(r.backlog&&a){var s=r.backlog[t],c=a[t];if(c){for(var u=0;s&&u {let[t,r]=e;return r.staged}))&&(r.sort(((e,t)=>e[1].priority-t[1].priority)),r.forEach((e=>{let[t]=e;a(t)})))}function f(e,t){var r=e[1];(0,i.D)(t[r],(function(t,r){var n=e[0];if(r[0]===n){var i=r[1],o=e[3],a=e[2];i.apply(o,a)}}))}},2177:(e,t,r)=>{r.d(t,{c:()=>f,ee:()=>u});var n=r(8632),i=r(2210),o=r(1284),a=r(5763),s="nr@context";let c=(0,n.fP)();var u;function d(){}function f(e){return(0,i.X)(e,s,l)}function l(){return new d}function h(){u.aborted=!0,u.backlog={}}c.ee?u=c.ee:(u=function e(t,r){var n={},c={},f={},g=!1;try{g=16===r.length&&(0,a.OP)(r).isolatedBacklog}catch(e){}var p={on:b,addEventListener:b,removeEventListener:y,emit:v,get:x,listeners:w,context:m,buffer:A,abort:h,aborted:!1,isBuffering:E,debugId:r,backlog:g?{}:t&&"object"==typeof t.backlog?t.backlog:{}};return p;function m(e){return e&&e instanceof d?e:e?(0,i.X)(e,s,l):l()}function v(e,r,n,i,o){if(!1!==o&&(o=!0),!u.aborted||i){t&&o&&t.emit(e,r,n);for(var a=m(n),s=w(e),d=s.length,f=0;fn,p:()=>i});var n=r(2177).ee.get("handle");function i(e,t,r,i,o){o?(o.buffer([e],i),o.emit(e,t,r)):(n.buffer([e],i),n.emit(e,t,r))}},4322:(e,t,r)=>{r.d(t,{X:()=>o});var n=r(5546);o.on=a;var i=o.handlers={};function o(e,t,r,o){a(o||n.E,i,e,t,r)}function a(e,t,r,i,o){o||(o="feature"),e||(e=n.E);var a=t[o]=t[o]||{};(a[r]=a[r]||[]).push([e,i])}},3239:(e,t,r)=>{r.d(t,{bP:()=>s,iz:()=>c,m$:()=>a});var n=r(385);let i=!1,o=!1;try{const e={get passive(){return i=!0,!1},get signal(){return o=!0,!1}};n._A.addEventListener("test",null,e),n._A.removeEventListener("test",null,e)}catch(e){}function a(e,t){return i||o?{capture:!!e,passive:i,signal:t}:!!e}function s(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2],n=arguments.length>3?arguments[3]:void 0;window.addEventListener(e,t,a(r,n))}function c(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2],n=arguments.length>3?arguments[3]:void 0;document.addEventListener(e,t,a(r,n))}},4402:(e,t,r)=>{r.d(t,{Ht:()=>u,M:()=>c,Rl:()=>a,ky:()=>s});var n=r(385);const i="xxxxxxxx-xxxx-4xxx-yxxx-xxxxxxxxxxxx";function o(e,t){return e?15&e[t]:16*Math.random()|0}function a(){const e=n._A?.crypto||n._A?.msCrypto;let t,r=0;return e&&e.getRandomValues&&(t=e.getRandomValues(new Uint8Array(31))),i.split("").map((e=>"x"===e?o(t,++r).toString(16):"y"===e?(3&o()|8).toString(16):e)).join("")}function s(e){const t=n._A?.crypto||n._A?.msCrypto;let r,i=0;t&&t.getRandomValues&&(r=t.getRandomValues(new Uint8Array(31)));const a=[];for(var s=0;s {r.d(t,{Bq:()=>n,Hb:()=>o,oD:()=>i});const n="NRBA",i=144e5,o=18e5},7894:(e,t,r)=>{function n(){return Math.round(performance.now())}r.d(t,{z:()=>n})},7243:(e,t,r)=>{r.d(t,{e:()=>o});var n=r(385),i={};function o(e){if(e in i)return i[e];if(0===(e||"").indexOf("data:"))return{protocol:"data"};let t;var r=n._A?.location,o={};if(n.il)t=document.createElement("a"),t.href=e;else try{t=new URL(e,r.href)}catch(e){return o}o.port=t.port;var a=t.href.split("://");!o.port&&a[1]&&(o.port=a[1].split("/")[0].split("@").pop().split(":")[1]),o.port&&"0"!==o.port||(o.port="https"===a[0]?"443":"80"),o.hostname=t.hostname||r.hostname,o.pathname=t.pathname,o.protocol=a[0],"/"!==o.pathname.charAt(0)&&(o.pathname="/"+o.pathname);var s=!t.protocol||":"===t.protocol||t.protocol===r.protocol,c=t.hostname===r.hostname&&t.port===r.port;return o.sameOrigin=s&&(!t.hostname||c),"/"===o.pathname&&(i[e]=o),o}},50:(e,t,r)=>{function n(e,t){"function"==typeof console.warn&&(console.warn("New Relic: ".concat(e)),t&&console.warn(t))}r.d(t,{Z:()=>n})},2587:(e,t,r)=>{r.d(t,{N:()=>c,T:()=>u});var n=r(2177),i=r(5546),o=r(8e3),a=r(3325);const s={stn:[a.D.sessionTrace],err:[a.D.jserrors,a.D.metrics],ins:[a.D.pageAction],spa:[a.D.spa],sr:[a.D.sessionReplay,a.D.sessionTrace]};function c(e,t){const r=n.ee.get(t);e&&"object"==typeof e&&(Object.entries(e).forEach((e=>{let[t,n]=e;void 0===u[t]&&(s[t]?s[t].forEach((e=>{n?(0,i.p)("feat-"+t,[],void 0,e,r):(0,i.p)("block-"+t,[],void 0,e,r),(0,i.p)("rumresp-"+t,[Boolean(n)],void 0,e,r)})):n&&(0,i.p)("feat-"+t,[],void 0,void 0,r),u[t]=Boolean(n))})),Object.keys(s).forEach((e=>{void 0===u[e]&&(s[e]?.forEach((t=>(0,i.p)("rumresp-"+e,[!1],void 0,t,r))),u[e]=!1)})),(0,o.L)(t,a.D.pageViewEvent))}const u={}},2210:(e,t,r)=>{r.d(t,{X:()=>i});var n=Object.prototype.hasOwnProperty;function i(e,t,r){if(n.call(e,t))return e[t];var i=r();if(Object.defineProperty&&Object.keys)try{return Object.defineProperty(e,t,{value:i,writable:!0,enumerable:!1}),i}catch(e){}return e[t]=i,i}},1284:(e,t,r)=>{r.d(t,{D:()=>n});const n=(e,t)=>Object.entries(e||{}).map((e=>{let[r,n]=e;return t(r,n)}))},4351:(e,t,r)=>{r.d(t,{P:()=>o});var n=r(2177);const i=()=>{const e=new WeakSet;return(t,r)=>{if("object"==typeof r&&null!==r){if(e.has(r))return;e.add(r)}return r}};function o(e){try{return JSON.stringify(e,i())}catch(e){try{n.ee.emit("internal-error",[e])}catch(e){}}}},3960:(e,t,r)=>{r.d(t,{K:()=>a,b:()=>o});var n=r(3239);function i(){return"undefined"==typeof document||"complete"===document.readyState}function o(e,t){if(i())return e();(0,n.bP)("load",e,t)}function a(e){if(i())return e();(0,n.iz)("DOMContentLoaded",e)}},8632:(e,t,r)=>{r.d(t,{EZ:()=>u,Qy:()=>c,ce:()=>o,fP:()=>a,gG:()=>d,mF:()=>s});var n=r(7894),i=r(385);const o={beacon:"bam.nr-data.net",errorBeacon:"bam.nr-data.net"};function a(){return i._A.NREUM||(i._A.NREUM={}),void 0===i._A.newrelic&&(i._A.newrelic=i._A.NREUM),i._A.NREUM}function s(){let e=a();return e.o||(e.o={ST:i._A.setTimeout,SI:i._A.setImmediate,CT:i._A.clearTimeout,XHR:i._A.XMLHttpRequest,REQ:i._A.Request,EV:i._A.Event,PR:i._A.Promise,MO:i._A.MutationObserver,FETCH:i._A.fetch}),e}function c(e,t,r){let i=a();const o=i.initializedAgents||{},s=o[e]||{};return Object.keys(s).length||(s.initializedAt={ms:(0,n.z)(),date:new Date}),i.initializedAgents={...o,[e]:{...s,[r]:t}},i}function u(e,t){a()[e]=t}function d(){return function(){let e=a();const t=e.info||{};e.info={beacon:o.beacon,errorBeacon:o.errorBeacon,...t}}(),function(){let e=a();const t=e.init||{};e.init={...t}}(),s(),function(){let e=a();const t=e.loader_config||{};e.loader_config={...t}}(),a()}},7956:(e,t,r)=>{r.d(t,{N:()=>i});var n=r(3239);function i(e){let t=arguments.length>1&&void 0!==arguments[1]&&arguments[1],r=arguments.length>2?arguments[2]:void 0,i=arguments.length>3?arguments[3]:void 0;return void(0,n.iz)("visibilitychange",(function(){if(t)return void("hidden"==document.visibilityState&&e());e(document.visibilityState)}),r,i)}},1214:(e,t,r)=>{r.d(t,{em:()=>v,u5:()=>N,QU:()=>S,_L:()=>I,Gm:()=>L,Lg:()=>M,gy:()=>U,BV:()=>Q,Kf:()=>ee});var n=r(2177);const i="nr@original";var o=Object.prototype.hasOwnProperty,a=!1;function s(e,t){return e||(e=n.ee),r.inPlace=function(e,t,n,i,o){n||(n="");var a,s,c,u="-"===n.charAt(0);for(c=0;c 2?n-2:0),o=2;o {r(A[T],e,w),r(E[T],e,w)})),r(l._A,"fetch",y),t.on(y+"end",(function(e,r){var n=this;if(r){var i=r.headers.get("content-length");null!==i&&(n.rxSize=i),t.emit(y+"done",[null,r],n)}else t.emit(y+"done",[e],n)})),t}const O={},j=["pushState","replaceState"];function S(e){const t=function(e){return(e||n.ee).get("history")}(e);return!l.il||O[t.debugId]++||(O[t.debugId]=1,s(t).inPlace(window.history,j,"-")),t}var P=r(3239);const C={},R=["appendChild","insertBefore","replaceChild"];function I(e){const t=function(e){return(e||n.ee).get("jsonp")}(e);if(!l.il||C[t.debugId])return t;C[t.debugId]=!0;var r=s(t),i=/[?&](?:callback|cb)=([^&#]+)/,o=/(.*)\.([^.]+)/,a=/^(\w+)(\.|$)(.*)$/;function c(e,t){var r=e.match(a),n=r[1],i=r[3];return i?c(i,t[n]):t[n]}return r.inPlace(Node.prototype,R,"dom-"),t.on("dom-start",(function(e){!function(e){if(!e||"string"!=typeof e.nodeName||"script"!==e.nodeName.toLowerCase())return;if("function"!=typeof e.addEventListener)return;var n=(a=e.src,s=a.match(i),s?s[1]:null);var a,s;if(!n)return;var u=function(e){var t=e.match(o);if(t&&t.length>=3)return{key:t[2],parent:c(t[1],window)};return{key:e,parent:window}}(n);if("function"!=typeof u.parent[u.key])return;var d={};function f(){t.emit("jsonp-end",[],d),e.removeEventListener("load",f,(0,P.m$)(!1)),e.removeEventListener("error",l,(0,P.m$)(!1))}function l(){t.emit("jsonp-error",[],d),t.emit("jsonp-end",[],d),e.removeEventListener("load",f,(0,P.m$)(!1)),e.removeEventListener("error",l,(0,P.m$)(!1))}r.inPlace(u.parent,[u.key],"cb-",d),e.addEventListener("load",f,(0,P.m$)(!1)),e.addEventListener("error",l,(0,P.m$)(!1)),t.emit("new-jsonp",[e.src],d)}(e[0])})),t}var k=r(5763);const H={};function L(e){const t=function(e){return(e||n.ee).get("mutation")}(e);if(!l.il||H[t.debugId])return t;H[t.debugId]=!0;var r=s(t),i=k.Yu.MO;return i&&(window.MutationObserver=function(e){return this instanceof i?new i(r(e,"fn-")):i.apply(this,arguments)},MutationObserver.prototype=i.prototype),t}const z={};function M(e){const t=function(e){return(e||n.ee).get("promise")}(e);if(z[t.debugId])return t;z[t.debugId]=!0;var r=n.c,o=s(t),a=k.Yu.PR;return a&&function(){function e(r){var n=t.context(),i=o(r,"executor-",n,null,!1);const s=Reflect.construct(a,[i],e);return t.context(s).getCtx=function(){return n},s}l._A.Promise=e,Object.defineProperty(e,"name",{value:"Promise"}),e.toString=function(){return a.toString()},Object.setPrototypeOf(e,a),["all","race"].forEach((function(r){const n=a[r];e[r]=function(e){let i=!1;[...e||[]].forEach((e=>{this.resolve(e).then(a("all"===r),a(!1))}));const o=n.apply(this,arguments);return o;function a(e){return function(){t.emit("propagate",[null,!i],o,!1,!1),i=i||!e}}}})),["resolve","reject"].forEach((function(r){const n=a[r];e[r]=function(e){const r=n.apply(this,arguments);return e!==r&&t.emit("propagate",[e,!0],r,!1,!1),r}})),e.prototype=a.prototype;const n=a.prototype.then;a.prototype.then=function(){var e=this,i=r(e);i.promise=e;for(var a=arguments.length,s=new Array(a),c=0;c e())),t};function m(e,t){i.inPlace(t,["onreadystatechange"],"fn-",E)}function b(){var e=this,t=r.context(e);e.readyState>3&&!t.resolved&&(t.resolved=!0,r.emit("xhr-resolved",[],e)),i.inPlace(e,f,"fn-",E)}if(function(e,t){for(var r in e)t[r]=e[r]}(o,p),p.prototype=o.prototype,i.inPlace(p.prototype,J,"-xhr-",E),r.on("send-xhr-start",(function(e,t){m(e,t),function(e){h.push(e),a&&(y?y.then(A):u?u(A):(w=-w,x.data=w))}(t)})),r.on("open-xhr-start",m),a){var y=c&&c.resolve();if(!u&&!c){var w=1,x=document.createTextNode(w);new a(A).observe(x,{characterData:!0})}}else t.on("fn-end",(function(e){e[0]&&e[0].type===d||A()}));function A(){for(var e=0;e {r.d(t,{t:()=>n});const n=r(3325).D.ajax},6660:(e,t,r)=>{r.d(t,{A:()=>i,t:()=>n});const n=r(3325).D.jserrors,i="nr@seenError"},3081:(e,t,r)=>{r.d(t,{gF:()=>o,mY:()=>i,t9:()=>n,vz:()=>s,xS:()=>a});const n=r(3325).D.metrics,i="sm",o="cm",a="storeSupportabilityMetrics",s="storeEventMetrics"},4649:(e,t,r)=>{r.d(t,{t:()=>n});const n=r(3325).D.pageAction},7633:(e,t,r)=>{r.d(t,{Dz:()=>i,OJ:()=>a,qw:()=>o,t9:()=>n});const n=r(3325).D.pageViewEvent,i="firstbyte",o="domcontent",a="windowload"},9251:(e,t,r)=>{r.d(t,{t:()=>n});const n=r(3325).D.pageViewTiming},3614:(e,t,r)=>{r.d(t,{BST_RESOURCE:()=>i,END:()=>s,FEATURE_NAME:()=>n,FN_END:()=>u,FN_START:()=>c,PUSH_STATE:()=>d,RESOURCE:()=>o,START:()=>a});const n=r(3325).D.sessionTrace,i="bstResource",o="resource",a="-start",s="-end",c="fn"+a,u="fn"+s,d="pushState"},7836:(e,t,r)=>{r.d(t,{BODY:()=>A,CB_END:()=>E,CB_START:()=>u,END:()=>x,FEATURE_NAME:()=>i,FETCH:()=>_,FETCH_BODY:()=>v,FETCH_DONE:()=>m,FETCH_START:()=>p,FN_END:()=>c,FN_START:()=>s,INTERACTION:()=>l,INTERACTION_API:()=>d,INTERACTION_EVENTS:()=>o,JSONP_END:()=>b,JSONP_NODE:()=>g,JS_TIME:()=>T,MAX_TIMER_BUDGET:()=>a,REMAINING:()=>f,SPA_NODE:()=>h,START:()=>w,originalSetTimeout:()=>y});var n=r(5763);const i=r(3325).D.spa,o=["click","submit","keypress","keydown","keyup","change"],a=999,s="fn-start",c="fn-end",u="cb-start",d="api-ixn-",f="remaining",l="interaction",h="spaNode",g="jsonpNode",p="fetch-start",m="fetch-done",v="fetch-body-",b="jsonp-end",y=n.Yu.ST,w="-start",x="-end",A="-body",E="cb"+x,T="jsTime",_="fetch"},5938:(e,t,r)=>{r.d(t,{W:()=>o});var n=r(5763),i=r(2177);class o{constructor(e,t,r){this.agentIdentifier=e,this.aggregator=t,this.ee=i.ee.get(e,(0,n.OP)(this.agentIdentifier).isolatedBacklog),this.featureName=r,this.blocked=!1}}},9144:(e,t,r)=>{r.d(t,{j:()=>m});var n=r(3325),i=r(5763),o=r(5546),a=r(2177),s=r(7894),c=r(8e3),u=r(3960),d=r(385),f=r(50),l=r(3081),h=r(8632);function g(){const e=(0,h.gG)();["setErrorHandler","finished","addToTrace","inlineHit","addRelease","addPageAction","setCurrentRouteName","setPageViewName","setCustomAttribute","interaction","noticeError","setUserId"].forEach((t=>{e[t]=function(){for(var r=arguments.length,n=new Array(r),i=0;i 1?r-1:0),i=1;i {e.exposed&&e.api[t]&&o.push(e.api[t](...n))})),o.length>1?o:o[0]}(t,...n)}}))}var p=r(2587);function m(e){let t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:{},m=arguments.length>2?arguments[2]:void 0,v=arguments.length>3?arguments[3]:void 0,{init:b,info:y,loader_config:w,runtime:x={loaderType:m},exposed:A=!0}=t;const E=(0,h.gG)();y||(b=E.init,y=E.info,w=E.loader_config),(0,i.Dg)(e,b||{}),(0,i.GE)(e,w||{}),(0,i.sU)(e,x),y.jsAttributes??={},d.v6&&(y.jsAttributes.isWorker=!0),(0,i.CX)(e,y),g();const T=function(e,t){t||(0,c.R)(e,"api");const h={};var g=a.ee.get(e),p=g.get("tracer"),m="api-",v=m+"ixn-";function b(t,r,n,o){const a=(0,i.C5)(e);return null===r?delete a.jsAttributes[t]:(0,i.CX)(e,{...a,jsAttributes:{...a.jsAttributes,[t]:r}}),x(m,n,!0,o||null===r?"session":void 0)(t,r)}function y(){}["setErrorHandler","finished","addToTrace","inlineHit","addRelease"].forEach((e=>h[e]=x(m,e,!0,"api"))),h.addPageAction=x(m,"addPageAction",!0,n.D.pageAction),h.setCurrentRouteName=x(m,"routeName",!0,n.D.spa),h.setPageViewName=function(t,r){if("string"==typeof t)return"/"!==t.charAt(0)&&(t="/"+t),(0,i.OP)(e).customTransaction=(r||"http://custom.transaction")+t,x(m,"setPageViewName",!0)()},h.setCustomAttribute=function(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2];if("string"==typeof e){if(["string","number"].includes(typeof t)||null===t)return b(e,t,"setCustomAttribute",r);(0,f.Z)("Failed to execute setCustomAttribute.\nNon-null value must be a string or number type, but a type of was provided."))}else(0,f.Z)("Failed to execute setCustomAttribute.\nName must be a string type, but a type of was provided."))},h.setUserId=function(e){if("string"==typeof e||null===e)return b("enduser.id",e,"setUserId",!0);(0,f.Z)("Failed to execute setUserId.\nNon-null value must be a string type, but a type of was provided."))},h.interaction=function(){return(new y).get()};var w=y.prototype={createTracer:function(e,t){var r={},i=this,a="function"==typeof t;return(0,o.p)(v+"tracer",[(0,s.z)(),e,r],i,n.D.spa,g),function(){if(p.emit((a?"":"no-")+"fn-start",[(0,s.z)(),i,a],r),a)try{return t.apply(this,arguments)}catch(e){throw p.emit("fn-err",[arguments,this,"string"==typeof e?new Error(e):e],r),e}finally{p.emit("fn-end",[(0,s.z)()],r)}}}};function x(e,t,r,i){return function(){return(0,o.p)(l.xS,["API/"+t+"/called"],void 0,n.D.metrics,g),i&&(0,o.p)(e+t,[(0,s.z)(),...arguments],r?null:this,i,g),r?void 0:this}}function A(){r.e(439).then(r.bind(r,7438)).then((t=>{let{setAPI:r}=t;r(e),(0,c.L)(e,"api")})).catch((()=>(0,f.Z)("Downloading runtime APIs failed...")))}return["actionText","setName","setAttribute","save","ignore","onEnd","getContext","end","get"].forEach((e=>{w[e]=x(v,e,void 0,n.D.spa)})),h.noticeError=function(e,t){"string"==typeof e&&(e=new Error(e)),(0,o.p)(l.xS,["API/noticeError/called"],void 0,n.D.metrics,g),(0,o.p)("err",[e,(0,s.z)(),!1,t],void 0,n.D.jserrors,g)},d.il?(0,u.b)((()=>A()),!0):A(),h}(e,v);return(0,h.Qy)(e,T,"api"),(0,h.Qy)(e,A,"exposed"),(0,h.EZ)("activatedFeatures",p.T),T}},3325:(e,t,r)=>{r.d(t,{D:()=>n,p:()=>i});const n={ajax:"ajax",jserrors:"jserrors",metrics:"metrics",pageAction:"page_action",pageViewEvent:"page_view_event",pageViewTiming:"page_view_timing",sessionReplay:"session_replay",sessionTrace:"session_trace",spa:"spa"},i={[n.pageViewEvent]:1,[n.pageViewTiming]:2,[n.metrics]:3,[n.jserrors]:4,[n.ajax]:5,[n.sessionTrace]:6,[n.pageAction]:7,[n.spa]:8,[n.sessionReplay]:9}}},n={};function i(e){var t=n[e];if(void 0!==t)return t.exports;var o=n[e]={exports:{}};return r[e](o,o.exports,i),o.exports}i.m=r,i.d=(e,t)=>{for(var r in t)i.o(t,r)&&!i.o(e,r)&&Object.defineProperty(e,r,{enumerable:!0,get:t[r]})},i.f={},i.e=e=>Promise.all(Object.keys(i.f).reduce(((t,r)=>(i.f[r](e,t),t)),[])),i.u=e=>(({78:"page_action-aggregate",147:"metrics-aggregate",242:"session-manager",317:"jserrors-aggregate",348:"page_view_timing-aggregate",412:"lazy-feature-loader",439:"async-api",538:"recorder",590:"session_replay-aggregate",675:"compressor",733:"session_trace-aggregate",786:"page_view_event-aggregate",873:"spa-aggregate",898:"ajax-aggregate"}[e]||e)+"."+{78:"ac76d497",147:"3dc53903",148:"1a20d5fe",242:"2a64278a",317:"49e41428",348:"bd6de33a",412:"2f55ce66",439:"30bd804e",538:"1b18459f",590:"cf0efb30",675:"ae9f91a8",733:"83105561",786:"06482edd",860:"03a8b7a5",873:"e6b09d52",898:"998ef92b"}[e]+"-1.236.0.min.js"),i.o=(e,t)=>Object.prototype.hasOwnProperty.call(e,t),e={},t="NRBA:",i.l=(r,n,o,a)=>{if(e[r])e[r].push(n);else{var s,c;if(void 0!==o)for(var u=document.getElementsByTagName("script"),d=0;d {s.onerror=s.onload=null,clearTimeout(h);var i=e[r];if(delete e[r],s.parentNode&&s.parentNode.removeChild(s),i&&i.forEach((e=>e(n))),t)return t(n)},h=setTimeout(l.bind(null,void 0,{type:"timeout",target:s}),12e4);s.onerror=l.bind(null,s.onerror),s.onload=l.bind(null,s.onload),c&&document.head.appendChild(s)}},i.r=e=>{"undefined"!=typeof Symbol&&Symbol.toStringTag&&Object.defineProperty(e,Symbol.toStringTag,{value:"Module"}),Object.defineProperty(e,"__esModule",{value:!0})},i.j=364,i.p="https://js-agent.newrelic.com/",(()=>{var e={364:0,953:0};i.f.j=(t,r)=>{var n=i.o(e,t)?e[t]:void 0;if(0!==n)if(n)r.push(n[2]);else{var o=new Promise(((r,i)=>n=e[t]=[r,i]));r.push(n[2]=o);var a=i.p+i.u(t),s=new Error;i.l(a,(r=>{if(i.o(e,t)&&(0!==(n=e[t])&&(e[t]=void 0),n)){var o=r&&("load"===r.type?"missing":r.type),a=r&&r.target&&r.target.src;s.message="Loading chunk "+t+" failed.\n("+o+": "+a+")",s.name="ChunkLoadError",s.type=o,s.request=a,n[1](s)}}),"chunk-"+t,t)}};var t=(t,r)=>{var n,o,[a,s,c]=r,u=0;if(a.some((t=>0!==e[t]))){for(n in s)i.o(s,n)&&(i.m[n]=s[n]);if(c)c(i)}for(t&&t(r);u {i.r(o);var e=i(3325),t=i(5763);const r=Object.values(e.D);function n(e){const n={};return r.forEach((r=>{n[r]=function(e,r){return!1!==(0,t.Mt)(r,"".concat(e,".enabled"))}(r,e)})),n}var a=i(9144);var s=i(5546),c=i(385),u=i(8e3),d=i(5938),f=i(3960),l=i(50);class h extends d.W{constructor(e,t,r){let n=!(arguments.length>3&&void 0!==arguments[3])||arguments[3];super(e,t,r),this.auto=n,this.abortHandler,this.featAggregate,this.onAggregateImported,n&&(0,u.R)(e,r)}importAggregator(){let e=arguments.length>0&&void 0!==arguments[0]?arguments[0]:{};if(this.featAggregate||!this.auto)return;const r=c.il&&!0===(0,t.Mt)(this.agentIdentifier,"privacy.cookies_enabled");let n;this.onAggregateImported=new Promise((e=>{n=e}));const o=async()=>{let t;try{if(r){const{setupAgentSession:e}=await Promise.all([i.e(860),i.e(242)]).then(i.bind(i,3228));t=e(this.agentIdentifier)}}catch(e){(0,l.Z)("A problem occurred when starting up session manager. This page will not start or extend any session.",e)}try{if(!this.shouldImportAgg(this.featureName,t))return void(0,u.L)(this.agentIdentifier,this.featureName);const{lazyFeatureLoader:r}=await i.e(412).then(i.bind(i,8582)),{Aggregate:o}=await r(this.featureName,"aggregate");this.featAggregate=new o(this.agentIdentifier,this.aggregator,e),n(!0)}catch(e){(0,l.Z)("Downloading and initializing ".concat(this.featureName," failed..."),e),this.abortHandler?.(),n(!1)}};c.il?(0,f.b)((()=>o()),!0):o()}shouldImportAgg(r,n){return r!==e.D.sessionReplay||!1!==(0,t.Mt)(this.agentIdentifier,"session_trace.enabled")&&(!!n?.isNew||!!n?.state.sessionReplay)}}var g=i(7633),p=i(7894);class m extends h{static featureName=g.t9;constructor(r,n){let i=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];if(super(r,n,g.t9,i),("undefined"==typeof PerformanceNavigationTiming||c.Tt)&&"undefined"!=typeof PerformanceTiming){const n=(0,t.OP)(r);n[g.Dz]=Math.max(Date.now()-n.offset,0),(0,f.K)((()=>n[g.qw]=Math.max((0,p.z)()-n[g.Dz],0))),(0,f.b)((()=>{const t=(0,p.z)();n[g.OJ]=Math.max(t-n[g.Dz],0),(0,s.p)("timing",["load",t],void 0,e.D.pageViewTiming,this.ee)}))}this.importAggregator()}}var v=i(1117),b=i(1284);class y extends v.w{constructor(e){super(e),this.aggregatedData={}}store(e,t,r,n,i){var o=this.getBucket(e,t,r,i);return o.metrics=function(e,t){t||(t={count:0});return t.count+=1,(0,b.D)(e,(function(e,r){t[e]=w(r,t[e])})),t}(n,o.metrics),o}merge(e,t,r,n,i){var o=this.getBucket(e,t,n,i);if(o.metrics){var a=o.metrics;a.count+=r.count,(0,b.D)(r,(function(e,t){if("count"!==e){var n=a[e],i=r[e];i&&!i.c?a[e]=w(i.t,n):a[e]=function(e,t){if(!t)return e;t.c||(t=x(t.t));return t.min=Math.min(e.min,t.min),t.max=Math.max(e.max,t.max),t.t+=e.t,t.sos+=e.sos,t.c+=e.c,t}(i,a[e])}}))}else o.metrics=r}storeMetric(e,t,r,n){var i=this.getBucket(e,t,r);return i.stats=w(n,i.stats),i}getBucket(e,t,r,n){this.aggregatedData[e]||(this.aggregatedData[e]={});var i=this.aggregatedData[e][t];return i||(i=this.aggregatedData[e][t]={params:r||{}},n&&(i.custom=n)),i}get(e,t){return t?this.aggregatedData[e]&&this.aggregatedData[e][t]:this.aggregatedData[e]}take(e){for(var t={},r="",n=!1,i=0;i t.max&&(t.max=e),e 2&&void 0!==arguments[2])||arguments[2];super(e,r,j.t,n),c.il&&((0,t.OP)(e).initHidden=Boolean("hidden"===document.visibilityState),(0,N.N)((()=>(0,s.p)("docHidden",[(0,p.z)()],void 0,j.t,this.ee)),!0),(0,O.bP)("pagehide",(()=>(0,s.p)("winPagehide",[(0,p.z)()],void 0,j.t,this.ee))),this.importAggregator())}}var P=i(3081);class C extends h{static featureName=P.t9;constructor(e,t){let r=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];super(e,t,P.t9,r),this.importAggregator()}}var R,I=i(2210),k=i(1214),H=i(2177),L={};try{R=localStorage.getItem("__nr_flags").split(","),console&&"function"==typeof console.log&&(L.console=!0,-1!==R.indexOf("dev")&&(L.dev=!0),-1!==R.indexOf("nr_dev")&&(L.nrDev=!0))}catch(e){}function z(e){try{L.console&&z(e)}catch(e){}}L.nrDev&&H.ee.on("internal-error",(function(e){z(e.stack)})),L.dev&&H.ee.on("fn-err",(function(e,t,r){z(r.stack)})),L.dev&&(z("NR AGENT IN DEVELOPMENT MODE"),z("flags: "+(0,b.D)(L,(function(e,t){return e})).join(", ")));var M=i(6660);class B extends h{static featureName=M.t;constructor(r,n){let i=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];super(r,n,M.t,i),this.skipNext=0;try{this.removeOnAbort=new AbortController}catch(e){}const o=this;o.ee.on("fn-start",(function(e,t,r){o.abortHandler&&(o.skipNext+=1)})),o.ee.on("fn-err",(function(t,r,n){o.abortHandler&&!n[M.A]&&((0,I.X)(n,M.A,(function(){return!0})),this.thrown=!0,(0,s.p)("err",[n,(0,p.z)()],void 0,e.D.jserrors,o.ee))})),o.ee.on("fn-end",(function(){o.abortHandler&&!this.thrown&&o.skipNext>0&&(o.skipNext-=1)})),o.ee.on("internal-error",(function(t){(0,s.p)("ierr",[t,(0,p.z)(),!0],void 0,e.D.jserrors,o.ee)})),this.origOnerror=c._A.onerror,c._A.onerror=this.onerrorHandler.bind(this),c._A.addEventListener("unhandledrejection",(t=>{const r=function(e){let t="Unhandled Promise Rejection: ";if(e instanceof Error)try{return e.message=t+e.message,e}catch(t){return e}if(void 0===e)return new Error(t);try{return new Error(t+(0,D.P)(e))}catch(e){return new Error(t)}}(t.reason);(0,s.p)("err",[r,(0,p.z)(),!1,{unhandledPromiseRejection:1}],void 0,e.D.jserrors,this.ee)}),(0,O.m$)(!1,this.removeOnAbort?.signal)),(0,k.gy)(this.ee),(0,k.BV)(this.ee),(0,k.em)(this.ee),(0,t.OP)(r).xhrWrappable&&(0,k.Kf)(this.ee),this.abortHandler=this.#e,this.importAggregator()}#e(){this.removeOnAbort?.abort(),this.abortHandler=void 0}onerrorHandler(t,r,n,i,o){"function"==typeof this.origOnerror&&this.origOnerror(...arguments);try{this.skipNext?this.skipNext-=1:(0,s.p)("err",[o||new F(t,r,n),(0,p.z)()],void 0,e.D.jserrors,this.ee)}catch(t){try{(0,s.p)("ierr",[t,(0,p.z)(),!0],void 0,e.D.jserrors,this.ee)}catch(e){}}return!1}}function F(e,t,r){this.message=e||"Uncaught error with no additional information",this.sourceURL=t,this.line=r}let U=1;const q="nr@id";function G(e){const t=typeof e;return!e||"object"!==t&&"function"!==t?-1:e===c._A?0:(0,I.X)(e,q,(function(){return U++}))}function V(e){if("string"==typeof e&&e.length)return e.length;if("object"==typeof e){if("undefined"!=typeof ArrayBuffer&&e instanceof ArrayBuffer&&e.byteLength)return e.byteLength;if("undefined"!=typeof Blob&&e instanceof Blob&&e.size)return e.size;if(!("undefined"!=typeof FormData&&e instanceof FormData))try{return(0,D.P)(e).length}catch(e){return}}}var X=i(7243);class W{constructor(e){this.agentIdentifier=e,this.generateTracePayload=this.generateTracePayload.bind(this),this.shouldGenerateTrace=this.shouldGenerateTrace.bind(this)}generateTracePayload(e){if(!this.shouldGenerateTrace(e))return null;var r=(0,t.DL)(this.agentIdentifier);if(!r)return null;var n=(r.accountID||"").toString()||null,i=(r.agentID||"").toString()||null,o=(r.trustKey||"").toString()||null;if(!n||!i)return null;var a=(0,_.M)(),s=(0,_.Ht)(),c=Date.now(),u={spanId:a,traceId:s,timestamp:c};return(e.sameOrigin||this.isAllowedOrigin(e)&&this.useTraceContextHeadersForCors())&&(u.traceContextParentHeader=this.generateTraceContextParentHeader(a,s),u.traceContextStateHeader=this.generateTraceContextStateHeader(a,c,n,i,o)),(e.sameOrigin&&!this.excludeNewrelicHeader()||!e.sameOrigin&&this.isAllowedOrigin(e)&&this.useNewrelicHeaderForCors())&&(u.newrelicHeader=this.generateTraceHeader(a,s,c,n,i,o)),u}generateTraceContextParentHeader(e,t){return"00-"+t+"-"+e+"-01"}generateTraceContextStateHeader(e,t,r,n,i){return i+"@nr=0-1-"+r+"-"+n+"-"+e+"----"+t}generateTraceHeader(e,t,r,n,i,o){if(!("function"==typeof c._A?.btoa))return null;var a={v:[0,1],d:{ty:"Browser",ac:n,ap:i,id:e,tr:t,ti:r}};return o&&n!==o&&(a.d.tk=o),btoa((0,D.P)(a))}shouldGenerateTrace(e){return this.isDtEnabled()&&this.isAllowedOrigin(e)}isAllowedOrigin(e){var r=!1,n={};if((0,t.Mt)(this.agentIdentifier,"distributed_tracing")&&(n=(0,t.P_)(this.agentIdentifier).distributed_tracing),e.sameOrigin)r=!0;else if(n.allowed_origins instanceof Array)for(var i=0;i 2&&void 0!==arguments[2])||arguments[2];super(r,n,Z.t,i),(0,t.OP)(r).xhrWrappable&&(this.dt=new W(r),this.handler=(e,t,r,n)=>(0,s.p)(e,t,r,n,this.ee),(0,k.u5)(this.ee),(0,k.Kf)(this.ee),function(r,n,i,o){function a(e){var t=this;t.totalCbs=0,t.called=0,t.cbTime=0,t.end=E,t.ended=!1,t.xhrGuids={},t.lastSize=null,t.loadCaptureCalled=!1,t.params=this.params||{},t.metrics=this.metrics||{},e.addEventListener("load",(function(r){_(t,e)}),(0,O.m$)(!1)),c.IF||e.addEventListener("progress",(function(e){t.lastSize=e.loaded}),(0,O.m$)(!1))}function s(e){this.params={method:e[0]},T(this,e[1]),this.metrics={}}function u(e,n){var i=(0,t.DL)(r);i.xpid&&this.sameOrigin&&n.setRequestHeader("X-NewRelic-ID",i.xpid);var a=o.generateTracePayload(this.parsedOrigin);if(a){var s=!1;a.newrelicHeader&&(n.setRequestHeader("newrelic",a.newrelicHeader),s=!0),a.traceContextParentHeader&&(n.setRequestHeader("traceparent",a.traceContextParentHeader),a.traceContextStateHeader&&n.setRequestHeader("tracestate",a.traceContextStateHeader),s=!0),s&&(this.dt=a)}}function d(e,t){var r=this.metrics,i=e[0],o=this;if(r&&i){var a=V(i);a&&(r.txSize=a)}this.startTime=(0,p.z)(),this.listener=function(e){try{"abort"!==e.type||o.loadCaptureCalled||(o.params.aborted=!0),("load"!==e.type||o.called===o.totalCbs&&(o.onloadCalled||"function"!=typeof t.onload)&&"function"==typeof o.end)&&o.end(t)}catch(e){try{n.emit("internal-error",[e])}catch(e){}}};for(var s=0;s 1?e[1]=i:e.push(i)}else e[0]&&e[0].headers&&s(e[0].headers,n)&&(this.dt=n);function s(e,t){var r=!1;return t.newrelicHeader&&(e.set("newrelic",t.newrelicHeader),r=!0),t.traceContextParentHeader&&(e.set("traceparent",t.traceContextParentHeader),t.traceContextStateHeader&&e.set("tracestate",t.traceContextStateHeader),r=!0),r}}function x(e,t){this.params={},this.metrics={},this.startTime=(0,p.z)(),this.dt=t,e.length>=1&&(this.target=e[0]),e.length>=2&&(this.opts=e[1]);var r,n=this.opts||{},i=this.target;"string"==typeof i?r=i:"object"==typeof i&&i instanceof Y?r=i.url:c._A?.URL&&"object"==typeof i&&i instanceof URL&&(r=i.href),T(this,r);var o=(""+(i&&i instanceof Y&&i.method||n.method||"GET")).toUpperCase();this.params.method=o,this.txSize=V(n.body)||0}function A(t,r){var n;this.endTime=(0,p.z)(),this.params||(this.params={}),this.params.status=r?r.status:0,"string"==typeof this.rxSize&&this.rxSize.length>0&&(n=+this.rxSize);var o={txSize:this.txSize,rxSize:n,duration:(0,p.z)()-this.startTime};i("xhr",[this.params,o,this.startTime,this.endTime,"fetch"],this,e.D.ajax)}function E(t){var r=this.params,n=this.metrics;if(!this.ended){this.ended=!0;for(var o=0;o 2&&void 0!==arguments[2])||arguments[2];super(e,t,we.t,r),this.importAggregator()}}new class{constructor(e){let t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:(0,_.ky)(16);c._A?(this.agentIdentifier=t,this.sharedAggregator=new y({agentIdentifier:this.agentIdentifier}),this.features={},this.desiredFeatures=new Set(e.features||[]),this.desiredFeatures.add(m),Object.assign(this,(0,a.j)(this.agentIdentifier,e,e.loaderType||"agent")),this.start()):(0,l.Z)("Failed to initial the agent. Could not determine the runtime environment.")}get config(){return{info:(0,t.C5)(this.agentIdentifier),init:(0,t.P_)(this.agentIdentifier),loader_config:(0,t.DL)(this.agentIdentifier),runtime:(0,t.OP)(this.agentIdentifier)}}start(){const t="features";try{const r=n(this.agentIdentifier),i=[...this.desiredFeatures];i.sort(((t,r)=>e.p[t.featureName]-e.p[r.featureName])),i.forEach((t=>{if(r[t.featureName]||t.featureName===e.D.pageViewEvent){const n=function(t){switch(t){case e.D.ajax:return[e.D.jserrors];case e.D.sessionTrace:return[e.D.ajax,e.D.pageViewEvent];case e.D.sessionReplay:return[e.D.sessionTrace];case e.D.pageViewTiming:return[e.D.pageViewEvent];default:return[]}}(t.featureName);n.every((e=>r[e]))||(0,l.Z)("".concat(t.featureName," is enabled but one or more dependent features has been disabled (").concat((0,D.P)(n),"). This may cause unintended consequences or missing data...")),this.features[t.featureName]=new t(this.agentIdentifier,this.sharedAggregator)}})),(0,T.Qy)(this.agentIdentifier,this.features,t)}catch(e){(0,l.Z)("Failed to initialize all enabled instrument classes (agent aborted) -",e);for(const e in this.features)this.features[e].abortHandler?.();const r=(0,T.fP)();return delete r.initializedAgents[this.agentIdentifier]?.api,delete r.initializedAgents[this.agentIdentifier]?.[t],delete this.sharedAggregator,r.ee?.abort(),delete r.ee?.get(this.agentIdentifier),!1}}}({features:[J,m,S,class extends h{static featureName=oe;constructor(t,r){if(super(t,r,oe,!(arguments.length>2&&void 0!==arguments[2])||arguments[2]),!c.il)return;const n=this.ee;let i;(0,k.QU)(n),this.eventsEE=(0,k.em)(n),this.eventsEE.on(se,(function(e,t){this.bstStart=(0,p.z)()})),this.eventsEE.on(ae,(function(t,r){(0,s.p)("bst",[t[0],r,this.bstStart,(0,p.z)()],void 0,e.D.sessionTrace,n)})),n.on(ce+ne,(function(e){this.time=(0,p.z)(),this.startPath=location.pathname+location.hash})),n.on(ce+ie,(function(t){(0,s.p)("bstHist",[location.pathname+location.hash,this.startPath,this.time],void 0,e.D.sessionTrace,n)}));try{i=new PerformanceObserver((t=>{const r=t.getEntries();(0,s.p)(te,[r],void 0,e.D.sessionTrace,n)})),i.observe({type:re,buffered:!0})}catch(e){}this.importAggregator({resourceObserver:i})}},C,xe,B,class extends h{static featureName=de;constructor(e,r){if(super(e,r,de,!(arguments.length>2&&void 0!==arguments[2])||arguments[2]),!c.il)return;if(!(0,t.OP)(e).xhrWrappable)return;try{this.removeOnAbort=new AbortController}catch(e){}let n,i=0;const o=this.ee.get("tracer"),a=(0,k._L)(this.ee),s=(0,k.Lg)(this.ee),u=(0,k.BV)(this.ee),d=(0,k.Kf)(this.ee),f=this.ee.get("events"),l=(0,k.u5)(this.ee),h=(0,k.QU)(this.ee),g=(0,k.Gm)(this.ee);function m(e,t){h.emit("newURL",[""+window.location,t])}function v(){i++,n=window.location.hash,this[ve]=(0,p.z)()}function b(){i--,window.location.hash!==n&&m(0,!0);var e=(0,p.z)();this[pe]=~~this[pe]+e-this[ve],this[ye]=e}function y(e,t){e.on(t,(function(){this[t]=(0,p.z)()}))}this.ee.on(ve,v),s.on(be,v),a.on(be,v),this.ee.on(ye,b),s.on(ge,b),a.on(ge,b),this.ee.buffer([ve,ye,"xhr-resolved"],this.featureName),f.buffer([ve],this.featureName),u.buffer(["setTimeout"+le,"clearTimeout"+fe,ve],this.featureName),d.buffer([ve,"new-xhr","send-xhr"+fe],this.featureName),l.buffer([me+fe,me+"-done",me+he+fe,me+he+le],this.featureName),h.buffer(["newURL"],this.featureName),g.buffer([ve],this.featureName),s.buffer(["propagate",be,ge,"executor-err","resolve"+fe],this.featureName),o.buffer([ve,"no-"+ve],this.featureName),a.buffer(["new-jsonp","cb-start","jsonp-error","jsonp-end"],this.featureName),y(l,me+fe),y(l,me+"-done"),y(a,"new-jsonp"),y(a,"jsonp-end"),y(a,"cb-start"),h.on("pushState-end",m),h.on("replaceState-end",m),window.addEventListener("hashchange",m,(0,O.m$)(!0,this.removeOnAbort?.signal)),window.addEventListener("load",m,(0,O.m$)(!0,this.removeOnAbort?.signal)),window.addEventListener("popstate",(function(){m(0,i>1)}),(0,O.m$)(!0,this.removeOnAbort?.signal)),this.abortHandler=this.#e,this.importAggregator()}#e(){this.removeOnAbort?.abort(),this.abortHandler=void 0}}],loaderType:"spa"})})(),window.NRBA=o})(); window.jQuery || document.write(' ') CKEDITOR_BASEPATH='https://f1000research.com/js/vendor/ckeditor/' window.reactTheme = 'research'; window.MathJax = { CommonHTML: { linebreaks: { automatic: true } }, 'HTML-CSS': { linebreaks: { automatic: true } }, SVG: { linebreaks: { automatic: true } }, AuthorInit: function() { MathJax.Hub.Register.MessageHook('End Process', function () { let timeout = false; // holder for timeout id const delay = 250; // delay after event is "complete" to run callback const reflowMath = function() { const dispFormulas = document.querySelectorAll('.disp-formula.panel'); if (!dispFormulas) { return; } for (const dispFormula of dispFormulas) { const child = dispFormula.querySelector('.MathJax_Preview').nextSibling.firstChild; const isMultiline = MathJax.Hub.getAllJax(dispFormula)[0].root.isMultiline; if (dispFormula.offsetWidth < child.offsetWidth || isMultiline) { MathJax.Hub.Queue(['Rerender', MathJax.Hub, dispFormula]); } } }; window.addEventListener('resize', function() { clearTimeout(timeout); // clear the timeout timeout = setTimeout(reflowMath, delay); // start timing for event "completion" }); }); }, }; if (window.location.hash == '#_=_'){ window.location = window.location.href.split('#')[0] } !function(f,b,e,v,n,t,s){if(f.fbq)return;n=f.fbq=function() {n.callMethod? n.callMethod.apply(n,arguments):n.queue.push(arguments)} ;if(!f._fbq)f._fbq=n; n.push=n;n.loaded=!0;n.version='2.0';n.queue=[];t=b.createElement(e);t.async=!0; t.src=v;s=b.getElementsByTagName(e)[0];s.parentNode.insertBefore(t,s)}(window, document,'script','https://connect.facebook.net/en_US/fbevents.js'); fbq('init', '1641728616063202'); fbq('track', "PixelInitialized", {}); (function(h,o,t,j,a,r){ h.hj=h.hj||function(){(h.hj.q=h.hj.q||[]).push(arguments)}; h._hjSettings={hjid:2318163,hjsv:6}; a=o.getElementsByTagName('head')[0]; r=o.createElement('script');r.async=1; r.src=t+h._hjSettings.hjid+j+h._hjSettings.hjsv; a.appendChild(r); })(window,document,'https://static.hotjar.com/c/hotjar-','.js?sv='); search file_upload Submit your research search menu close search Browse Gateways & Collections How to Publish Submit your Research My Submissions Article Guidelines Article Guidelines (New Versions) Open Data, Software and Code Guidelines Open Data and Accessible Source Materials Guidelines (HSS) Open Data, Software and Code Guidelines (PSE) Prepublication Checks Production Process Posters and Slides Guidelines Document Guidelines Article Processing Charges Peer Review Finding Article Reviewers About How it Works For Reviewers Our Advisors Policies Glossary FAQs For Developers Newsroom Contact My Research Submissions Content and Tracking Alerts My Details Sign In file_upload Submit your research { "@context": "https://schema.org", "@type": "ScholarlyArticle", "mainEntityOfPage": { "@type": "WebPage", "@id": "https://f1000research.com/articles/13-979" }, "headline": "A systematic literature review of interpersonal communication strategies for optimizing government employee...", "datePublished": "2024-08-29T16:42:31", "dateModified": "2024-08-29T16:42:31", "author": [ { "@type": "Person", "name": "Siti Hatijah Umpain" }, { "@type": "Person", "name": "Nuri Herachwati" }, { "@type": "Person", "name": "Yusuf Setiadi" }, { "@type": "Person", "name": "Anastasia Enike Hanorsian" } ], "publisher": { "@type": "Organization", "name": "F1000Research", "logo": { "@type": "ImageObject", "url": "https://f1000research.com/img/AMP/F1000Research_image.png", "height": 480, "width": 60 } }, "image": { "@type": "ImageObject", "url": "https://f1000research.com/img/AMP/F1000Research_image.png", "height": 1200, "width": 150 }, "description": "This research shows that ongoing digital changes have a significant impact, particularly in the government sector. In addition to ease and benefits, such as operational efficiency and faster public services, new challenges, such as problems related to system integration, human resources (HR) limitations in the use of technology, and public access to digital technology, are also present. Therefore, this study aims to explore the role of interpersonal communication in enhancing employee performance in the context of HR development in the digital era by employing the systematic literature review (SLR) method and using data from electronic databases, specifically Google Scholar using the Harsing’s Publish or Perish (Windows GUI Edition) 8.2.3944.8118, the application can be accessed by downloading (https://publish-or-perish.en.softonic.com/), and Scopus (www.scopus.com) with a focus on journals published between 2017 and 2024. By identifying research gaps, research questions were developed to understand the influence of interpersonal communication on improving employee performance in the context of public services, necessary adaptations, and interpersonal communication strategies. This research provides comprehensive insights and practical solutions for the government sector to address the dynamics of the current and future digital era, based on data analysis from reliable database sources. The risk of bias in this study was addressed through the selection criteria and data extraction method. Thematic analysis and quantitative summarization were used for data presentation and synthesis. The results of the meta-analysis indicate that interpersonal communication has a significant positive influence on employee performance. The effect size estimates for each intervention and the corresponding confidence intervals are presented. To ensure honesty and accuracy in the interpretation of the results, potential evidence limitations and biases should be acknowledged transparently." } { "@context": "http://schema.org", "@type": "BreadcrumbList", "itemListElement": [ { "@type": "ListItem", "position": "1", "item": { "@id": "https://f1000research.com/", "name": "Home" } }, { "@type": "ListItem", "position": "2", "item": { "@id": "https://f1000research.com/browse/articles", "name": "Browse" } }, { "@type": "ListItem", "position": "3", "item": { "@id": "https://f1000research.com/articles/13-979", "name": "A systematic literature review of interpersonal communication strategies..." } } ] } Home Browse A systematic literature review of interpersonal communication strategies... ALL Metrics - Views Downloads Get PDF Get XML Cite How to cite this article Umpain SH, Herachwati N, Setiadi Y and Hanorsian AE. A systematic literature review of interpersonal communication strategies for optimizing government employee performance in the digital era [version 1; peer review: awaiting peer review] . F1000Research 2024, 13 :979 ( https://doi.org/10.12688/f1000research.149729.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. Close Copy Citation Details Export Export Citation Sciwheel EndNote Ref. Manager Bibtex ProCite Sente EXPORT Select a format first Track Share ▬ ✚ Systematic Review A systematic literature review of interpersonal communication strategies for optimizing government employee performance in the digital era [version 1; peer review: awaiting peer review] Siti Hatijah Umpain https://orcid.org/0009-0009-3924-222X 1 , Nuri Herachwati 1 , Yusuf Setiadi 1 , Anastasia Enike Hanorsian 1 Siti Hatijah Umpain https://orcid.org/0009-0009-3924-222X 1 , Nuri Herachwati 1 , Yusuf Setiadi 1 , Anastasia Enike Hanorsian 1 PUBLISHED 29 Aug 2024 Author details Author details 1 Human Resource Development, Airlangga University, Surabaya, East Java, 60286, Indonesia Siti Hatijah Umpain Roles: Funding Acquisition, Writing – Original Draft Preparation Nuri Herachwati Roles: Project Administration, Supervision, Writing – Review & Editing Yusuf Setiadi Roles: Methodology, Validation Anastasia Enike Hanorsian Roles: Writing – Review & Editing OPEN PEER REVIEW REVIEWER STATUS AWAITING PEER REVIEW This article is included in the Research Synergy Foundation gateway. Abstract This research shows that ongoing digital changes have a significant impact, particularly in the government sector. In addition to ease and benefits, such as operational efficiency and faster public services, new challenges, such as problems related to system integration, human resources (HR) limitations in the use of technology, and public access to digital technology, are also present. Therefore, this study aims to explore the role of interpersonal communication in enhancing employee performance in the context of HR development in the digital era by employing the systematic literature review (SLR) method and using data from electronic databases, specifically Google Scholar using the Harsing’s Publish or Perish (Windows GUI Edition) 8.2.3944.8118, the application can be accessed by downloading (https://publish-or-perish.en.softonic.com/), and Scopus (www.scopus.com) with a focus on journals published between 2017 and 2024. By identifying research gaps, research questions were developed to understand the influence of interpersonal communication on improving employee performance in the context of public services, necessary adaptations, and interpersonal communication strategies. This research provides comprehensive insights and practical solutions for the government sector to address the dynamics of the current and future digital era, based on data analysis from reliable database sources. The risk of bias in this study was addressed through the selection criteria and data extraction method. Thematic analysis and quantitative summarization were used for data presentation and synthesis. The results of the meta-analysis indicate that interpersonal communication has a significant positive influence on employee performance. The effect size estimates for each intervention and the corresponding confidence intervals are presented. To ensure honesty and accuracy in the interpretation of the results, potential evidence limitations and biases should be acknowledged transparently. READ ALL READ LESS Keywords Keywords: Interpersonal Communication, Government Employee Performance, HR Development, Digital Era Corresponding Author(s) Siti Hatijah Umpain ( [email protected] ) Close Corresponding author: Siti Hatijah Umpain Competing interests: I am publishing this article due to an LPDP scholarship. I am competing to produce an article that provides benefits. Grant information: Lembaga Pengelola Dana Pendidikan The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript. Copyright: © 2024 Umpain SH et al . This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. The author(s) is/are employees of the US Government and therefore domestic copyright protection in USA does not apply to this work. The work may be protected under the copyright laws of other jurisdictions when used in those jurisdictions. How to cite: Umpain SH, Herachwati N, Setiadi Y and Hanorsian AE. A systematic literature review of interpersonal communication strategies for optimizing government employee performance in the digital era [version 1; peer review: awaiting peer review] . F1000Research 2024, 13 :979 ( https://doi.org/10.12688/f1000research.149729.1 ) First published: 29 Aug 2024, 13 :979 ( https://doi.org/10.12688/f1000research.149729.1 ) Latest published: 29 Aug 2024, 13 :979 ( https://doi.org/10.12688/f1000research.149729.1 ) Introduction Background Today’s digital changes make it easier for anyone to perform tasks in various areas of life, including government jobs. Some of the benefits obtained include support for administrative and operational processes, faster and easier public services, transparency, assistance in improving security, ease of risk management, and better decision-making by government organizations through data analysis ( Daraba et al., 2023 ). However, the rapid development of the digital era poses a challenge for the public sector in providing public services and managing human resources. Technological developments have changed the way people work, changed communication patterns and cooperation, and influenced the demand for human resources who have the necessary skills and knowledge for the task. The role of communication has become crucial for building and improving government performance in the digital era in view of today’s challenges. Its importance lies in the ability to establish good working relations between government employees, including between superiors and subordinates, colleagues, and within government units. This agrees with organizational theory, which states that interpersonal communication is a straight line between impersonal and bureaucratic communication in organizations. Interpersonal communication is personal, involves social interaction, and is not limited to strict formal rules. Interpersonal communication involves both impersonal and bureaucratic aspects in the organizational environment ( Hardjana, Andre, 2019 ). Interpersonal communication is also crucial for governments facing innovation and technological changes. This refers to Everett Rogers’ theory of innovation diffusion in 1993. In summary, diffusion refers to the spreading of information within a social system. This may involve new ideas, technologies, and cultures. According to the theory of innovation diffusion, interpersonal communication is essential for organizations in informing about changes to be accepted, especially regarding the impact of the digital era. This will contribute to creating and balancing individuals in adapting to changes and can mitigate resistance due to the inability to accept changes. Interpersonal communication is also crucial, as seen in the existence, relatedness, and growth (ERG) theory, developed by Clayton Paul Alderfer as an adaptation of Maslow’s theory. In summary, this indicates that humans fundamentally desire to be valued and recognized (existence), invited and involved, and to establish relationships and socialize with others as a way to increase connections ( Usman, Husaini, 2006 ). Therefore, involvement and interpersonal relationships are important to create bonds among employees, enhance engagement, and enable more productive work and adaptation to changes. With regard to productivity, the need for the best skills of employees is clear. In creating government employees capable of achieving good results, interpersonal communication plays a crucial role in forming an effective communication network and building an open and responsive organizational culture. It serves as a means of disseminating knowledge and skills and encouraging government employees to share information, best practices, and develop their abilities. Effective communication between individuals can greatly influence the performance of employees, as both positive and negative communication can make a difference ( Humaidi, 2020 ). In the context of human resource development in the government, interpersonal communication can be considered an instrument used to motivate government employees in facing changes, ensuring that they remain receptive, adaptable, and continue working within the organization to achieve organizational goals with competitiveness, productivity, and innovation. Considering the relationship between interpersonal communication interconnections and employee performance in this study, this research becomes essential for government organizations in preparing for the current digital era. On the basis of the findings and implications derived from the review of articles published between 2017 and 2024, several research gaps have been identified. Despite the acknowledged importance of interpersonal communication strategies, in-depth research has been conducted on how interpersonal communication specifically affects public service performance in the digital era. Further research on how government employees can integrate digital skills into interpersonal communication strategies is required. In addition, there is a gap in understanding how interpersonal communication strategies can specifically create an environment that supports psychological safety and collaboration within a high-performance work system ( Yasa et al., 2021 ). Purpose: This study explores interpersonal communication’s impact on human resource (HR) development in the digital era by examining its role in improving employee performance. The following research questions will be discussed on the basis of the identified research gap: 1. Does Interpersonal Communication Influence Public Service Performance in the Digital Age? 2. Adaptation of interpersonal communication strategies to technological changes and the need for digital skills? 3. Can interpersonal communication strategies in high-performance work systems create a work environment that supports psychological safety and collaboration and encourages employee voice, thus motivating innovation? Method Reviews A systematic literature review involves collecting and analyzing existing research on a specific topic with the objective of responding to established research questions ( Kitchenham & Charters, 2007 ). The literature review adheres to the systematic five-stage process outlined by Tranfield et al. (2003) , as demonstrated in Figure 1 . The following explain the stages. Figure 1. Systematic literature review stages. Planning the review An expert panel is formed at this stage to provide their specialized knowledge. Specifically crafted review questions will guide research. A search strategy, inclusion and exclusion criteria, and analytical methods were outlined in the review protocol. This Systematic Literature Review employs Mean Difference, Risk Ratio, and Odds Ratio as effect measures to assess the influence of marketing, communication, and interpersonal communication skills training interventions, respectively. Identifying and evaluating studies Research is carried out utilizing databases such as Google Scholar and Scopus during this stage. Data is gathered from studies that adhere to established protocol criteria for ensuring data accuracy and significance. Inclusion and exclusion criteria The data search or information source strategy is the first stage of this research. Study selection was performed by assessing quality, adhering to eligibility criteria, using quality assessment instruments, data synthesis, and data extraction. In the data search, “interpersonal communication” “performance” “human resource development” “digital era” and “government” were the keywords used by the author. Data search sources for the review came from Google Scholar using the Publish or Perish application and Scopus based on journals published between 2017 and 2024. The articles cover crucial themes in the public sector, including interpersonal communication, performance improvement, human resource development, and the digital transformation. To ensure data accuracy, sourcing was limited to Google Scholar and Scopus. The research methods must be both reliable and valid for comprehensive analysis. The chosen articles should meaningfully add to the study goals by substantially answering the research queries. Irrelevant studies were discarded. We analyzed publications only from 2017 to 2024 for data relevance. Ambiguous studies were omitted for precise assessment and combination. The review incorporated only studies of acknowledged quality standards. The study selection in the review was based on its alignment with the research objectives ( Figure 2 ). Figure 2. Inclusion and exclusion criteria. Extraching and synthesizing data Studies are evaluated based on pre-established criteria. To ensure reliability and trustworthiness. To prepare the data for presentation or synthesis, several careful steps are taken. Firstly, missing summary statistics are addressed using imputation methods, such as employing the mean or median of available data. Second, data from various sources are converted into a uniform format, which includes unit measurement conversion, normalization, and logarithmic transformation if necessary. Thirdly, the data are validated to ensure accuracy and consistency, with verification through comparison with the original sources. Finally, data from various studies are combined using meta-analysis techniques to provide stronger and more comprehensive conclusions ( Figure 3 ). Figure 3. Extracting and synthesizing process. Eligibility criteria from the Google Scholar database operated through the Publish or Perish application were chosen because of ease of data access and availability of the required data, which includes clear information such as title, author names, citations, and journal names. From Google Scholar, we found 223 articles that were then screened to obtain 29 relevant articles suitable for review. The Scopus database, which is an internationally indexed database, has been used to supplement references because the quality of the Scopus data is highly respected. The search resulted in 88 articles from the keywords, which were then screened using the Scopus CSV export file, yielding 3 articles for SLR information. Articles were selected on the basis of the relevance of the writing topic, the use of trusted and valid methods, reliable sources, sufficient data availability for analysis needs, and alignment with the writing objectives. The Process at Figure 1 . Review identification. Results: Interpersonal communication positively and significantly influences government employee performance in the digital era. These results indicate that positive interpersonal communication can improve public services. Therefore, government organizations implement adapted interpersonal communication strategies to create a work environment that supports employee psychological safety, collaboration, and innovation. In addition, understanding team coordination patterns and factors that influence team performance, implementing technology-based policies, and improving human resource management are important. Therefore, in the digital era, government organizations need to pay attention to the role of interpersonal communication in developing human resources and improving employee performance. The extraction and synthesis process in evaluating whether a paper is about interpersonal communication involves key steps to identify the paper’s main contributions to performance, the digital era, and human resources. First, the paper is assessed for its insights into enhancing individual or organizational performance, its relevance to challenges and opportunities in the digital era, and its contribution to human resource strategies and management. Next, the paper’s scope relevance is examined to ensure the topics covered meet research needs, and the relevance of findings is analyzed to determine if the research results can be effectively applied in broader contexts or specific situations. Finally, the paper is selected based on these evaluations to ensure that only those with substantial and relevant contributions are used in further research or academic writing. This evident in prisma by Hatijah Umpain and Herachwati (2024b) . 32 papers were finally included from a pool of 311 after the stages of identification, screening, eligibility, and inclusion were completed. The researchers set the standards for selecting relevant and high-quality papers. 223 articles were identified using the Google Scholar database via the Publish or Perish application. 29 articles passed the screening process. 88 articles were obtained by searching the internationally recognized Scopus database using the keywords “interpersonal communication,” “performance,” and “human resource” on February 11, 2024. 3 more articles, chosen for SLR, following Scopus CSV file screening. Articles were chosen based on relavance to research objectives, trusted methods usage, reliable source credibility, data availability for analysis, and alignment with writing objectives. The studies included in the systematic review had to meet the predetermined eligibility criteria, ensuring its credibility and validity ( Figure 4 ). Figure 4. Prisma diagram. Data extraction and synthesis The data from the studies were extracted using standardized forms. Meta-analysis or qualitative synthesis methods are used to integrate findings from multiple studies. Reporting and dissemination In the final stage, the report is formatted for ease of understanding and application of the review results. The study’s findings aim to shape communication strategies and inform government decisions in the digital realm. In the following sections, stages 4 and 5 of the Tranfield process are explored. Results and Discussion The analysis of articles sourced from the Scopus database totaled three out of 88 articles that went through a screening process, whereas the analysis from Google Scholar articles totaled 29 articles with a total initial source of 223 articles that went through the data screening process. Data were collected from both databases from 2017 to 2024. Five articles are from India, Nigeria (Brazil, Chile, and Portugal), the United States, and China; the remaining 27 articles are from Indonesia. Table 1. Full Data (extended data) by Hatijah Umpain and Herachwati (2024a) . The data analysis relates to interpersonal communication and the performance of government employees in the current digital era. There are several important points from the results of the review, namely regarding the research method used in the article being analyzed, namely using qualitative, quantitative, and SLR research methods. With 13 qualitative articles, the approach used is descriptive, post-positive, and case study, with the method used being participatory. The analysis technique uses cluster analysis, entropy, and triangulation techniques. There were 11 quantitative articles reviewed, the analysis of which used chi-square analysis, Pearson correlation, and linear regression. Data collection techniques that, when summarized, consist of observation, questionnaires, interviews, documentation, and literature. The sampling technique uses both full sampling and saturated sampling. Influence of public service communication on employee performance in the digital era In today’s digital era, communication, such as writing, is an important factor that can influence employee performance in public services ( Asri, 2018 ). It cannot be denied that technology can change the way individuals interact; however, these human relationships are central to organizational performance. The ability to communicate effectively in society can play a key role in the success of services Putri and Chatamallah (2023) and Rohida (2018) . Interpersonal communication, as per Thomassawa (2016) significantly impacts workplace relationships, thereby affecting service delivery and performance. In today’s digital era, employees’ ability to accommodate technological changes while maintaining personal relationships with the public is based on human communication. Evaluation of some author’s articles yielded the following data. Table 2 . Influence of Public Service Communication on Employee Performance in the Digital Era. These studies indicate that communication among people can influence communication among government employees. Communication among employees fosters good relationships, resulting in openness and trust ( Saragih, 2020 ). Higher levels of communication correlate with better performance ( Tusakinah & Fadel, 2021 ). Attention should be paid to the quality of communication among individuals in the working environment. Table 2. Influence of public service communication on employee performance in the digital era. (Author, Year) Method Contribution Human resource Interpersonal communication Performance Digital era ( Arfiany et al., 2021 ) Quantitative Method ✓ ✓ ✓ ✓ ( Tusakinah & Fadel, 2021 ) Quantitative Method ✓ ✓ ✓ ✓ ( Tobeoto et al., 2022 ) Quantitative Method ✓ ✓ ✓ ✓ ( Saragih, 2020 ) Quantitative Method ✓ ✓ ✓ ✓ ( Fatmasari & Adha, 2022 ) Quantitative Method ✓ ✓ ✓ ✓ ( Pamungkas & Khotimah, 2022 ) Qualitative method with descriptive approach ✓ ✓ ✓ ✓ ( Saputra, 2023 ) Quantitative Method ✓ ( Larasanti et al., 2024 ) Quantitative Descriptive Analysis ✓ ✓ ✓ ✓ ( Ansari, 2021 ) Qualitative method ✓ ✓ ✓ ( Muhammad et al., 2018 ) Quantitative Method a cross-sectional ✓ ✓ ✓ ✓ ( Kristiyaningsih et al., 2017 ) Qualitative method ✓ ✓ ✓ ✓ ( Sazali & Siregar, 2021 ) Qualitative method ✓ ✓ ✓ ✓ Other research findings ( Pamungkas & Khotimah, 2022 ) suggest that civil servant performance can be enhanced through communication among employees. Openness and trust can be achieved through effective communication. Similar results have been shown in other studies ( Larasanti et al., 2024 ; Fatmasari & Adha, 2022 ) that examined openness, empathy, positive support, and equality, which have partial and simultaneous positive effects. Similar dimensions such as empathy, positive attitudes, openness, and benevolent attitudes positively influence work quality, quantity, and timeliness ( Arfiany et al., 2021 ). Saputra (2023) evaluated the impact of people communication on employee performance and indicated that training and skill development can improve employee performance. Organizations are advised to pay attention to people’s communication to enhance employee performance. As described by Kristiyaningsih et al. (2017) , skilled employees tend to have more intensive interactions with visitors and show more empathy, making visitors feel valued and appreciated, ultimately driving a positive evaluation. Therefore, employees, especially librarians, can be more productive if they possess good working abilities. When providing good public service, communication with the community is essential to ensure their satisfaction, given that the government’s role is to serve citizens. However, communication among colleagues is also crucial for aligning perceptions in achieving organizational goals, fostering collaboration, and promoting good collaboration. As stated in the article ( Sazali & Siregar, 2021 ), communication between employees plays a crucial role in facilitating internal work processes and can enhance employee performance. The greater the interactive relationships among employees, the higher the performance ( Muhammad et al., 2018 ). In the digital age, the author deems crucial attention to interpersonal communication, which enhances both performance through technology and skill development while tackling technical and non-technical barriers including communication issues. Combines ideas from Asri (2018) , Meta Savari and Edi Prihantoro (2020) , Meydita Asima Megarani Simbolon (2023) , Taufik (2023), Putri Chatamallah (2023) and Rohida (2018) . In today’s digital age, high-quality interpersonal communication, characterized by openness, empathy, and positive support, remains essential for improving employee performance in public services. Enhancing communication skills among employees not only increases internal interactions but also elevates public service satisfaction by improving external communications. Effective employee performance and high-quality public services can be achieved through investment in the improvement of interpersonal communication in the digital age. Human communication strategies for implementing technological changes and digital skills requirements In the digital era, organizations are confronted with a complexity of challenges and opportunities. Communication strategies have become a key aspect in designing and implementing necessary transformations in the midst of technological changes and the evolving skills landscape ( Dini Fajriyani et al., 2023 ). To effectively communicate the urgency and benefits of change, clear and persuasive communication that makes all parties feel heard can motivate employees and the public to adopt new technologies and realize their consequences. A supporting article is presented below for further insight Table 3 . Human Communication Strategies for Implementing Technological. The test is based on the view that digital changes are beneficial in various aspects of government, including administrative processes, operations, public services, transparency, security, risk mitigation, and better decision-making through data evaluation. Ongoing technological developments have changed work patterns, communication, and combinations, and human resources should have the necessary skills and knowledge. Table 3. Human communication strategies for implementing technological changes and digital skills requirements. (Author, Year) Method Contribution Human resource Interpersonal communication Performance Digital era ( Wulandari et al., 2023 ) Systematic literature Review ✓ ✓ ✓ ( Javani et al., 2023 ) Evaluatif Research ✓ ✓ ✓ ( Ansari, 2021 ) Qualitative method ✓ ✓ ( Tahar et al., 2022 ) Qualitative Method ✓ ✓ ✓ ( Onsardi et al., 2019 ) Literature Study ✓ ✓ ✓ ✓ ( Engome Tchupo & Macht, 2023 ) Quantitative Method ✓ ✓ ✓ ✓ ( de Sousa Figueira et al., 2022 ) Quantitative Method ✓ ✓ ✓ ✓ ( Fajriyani et al., 2023 ) Literature Review ✓ ✓ ✓ ✓ The article “The Role of People’s Communication Skills in Human Resource and Management” Ansari (2021) provides deep insights into the role of communication skills in human resource management. This study’s comprehensive understanding of how interactive communication can influence employee performance and team combination is also supported by Khairunnisa et al. (2023) , agile communication is emphasized as crucial for enhancing team collaboration and achieving organizational goals. This study highlights the importance of communication in human resource management during the digital era. Communication skills are the key to building effective relationships in the workplace. About adapting to technology, good interpersonal skills can help individuals interact effectively, emphasizing the need for persuasive skills in digital platforms. However, mastering these skills also requires digital literacy aligned with employees’ communication skills. Another article discussing the “Human Resource Development Strategy in Facing the Era of Industrial Revolution 4.0 Towards the Era of Society 5.0” ( Tahar et al., 2022 ) reveals that people’s communication can impact the performance of government employees in the context of public services in the current digital era. The research findings indicate that effective human communication can enhance employee performance and teamwork. On the other hand, poor relational communication can hurt employee’s performance and result in low-quality public services. Therefore, during the digital era, it is crucial for government organizations to focus on people communication in human resource development. This study emphasizes the importance of developing communication skills that are aligned with evolving technological and digital needs. Faced with the transition from the fourth industrial revolution to society 5.0, people communication strategies can be adapted to ensure alignment with technological advances and digital requirements. This includes the use of digital platforms for communication, the creation of strong relationships, and above all, effective participation. Government organizations must adapt to changes to ensure sustainability. In this regard, the perception of change needs to be set in such a way that it can be accepted and realized as important to the progress of the government. Therefore, when human resources embrace the digital era, they will be willing to oppose and demonstrate their generous stance toward development. Communication among people is crucial for building good working relationships between government employees, both within departments and within government units. From a diffusion theory perspective, effective human communication is vital for informing individuals about changes, especially regarding their impact in the digital era, and can assist individuals in adapting to these changes. Effective communication among people is believed to influence the performance of government employees in the digital era of public services. Good relations between employees and the public can improve efficiency, collaboration, and satisfaction in public services. Government employees must successfully adopt people communication strategies to cope with technological changes and digital skill requirements. Effective communication in a digital environment strengthens collaboration, innovation, and responsiveness to current digital demands, as confirmed by Onsardi et al. (2019) , who emphasizes that people communication is key to understanding cultural diversity and building mutually beneficial relationships in a diverse work environment. Improving the performance of government employees in the digital era through communication includes ensuring adequate digital literacy skills for employees. Strengthening can be achieved by involving employees in relevant technological training and learning activities related to their tasks. Government organizations should use current digital communication tools or platforms, such as Microsoft Teams or Google Workspace, to facilitate internal communication. Providing socialization is beneficial when facing governmental changes in the digital era, helping employees realize the benefits and positive impacts of change. The research title emphasizes the importance of enhancing people’s communication skills through training government employees, especially in the digital context, by engaging them in becoming accustomed to presenting skills online, managing and using time management in online communication, and instilling ethical digital communication practices. Adapting people’s communication strategies to technological changes and digital skills can be applied by analyzing team communication patterns, using the entropy method to identify effective communication patterns, strengthening these patterns despite technological changes and digital skill requirements, and adapting communication strategies to be more dynamic, responsive, and in line with the demands of technological developments and digital skills ( Engome Tchupo & Macht, 2023 ). According to de Sousa Figueira et al. (2022) , steps for technological changes and employee skill requirements can be taken through open and clear communication with all employees to reduce concerns, involving employees in change by listening to their ideas to make them feel valued, providing training and skills development for employees to be better prepared, building good concurrence between leaders and employees with empathy, listening, and supporting employees, and encouraging participation in teamwork to strengthen collective skills and foster innovative idea exchange. While technology shapes modern communication in the digital age, effective interpersonal skills significantly impact public sector employee productivity. Effective communication enhances relationships among employees and the public while also promoting the acceptance of new technologies and digital skills. Investing in communication training and digital literacy enhances employee performance, team collaboration, and public service quality. Effective communication is essential for successful transition during technological advancements. Interpersonal communication strategies can create a workplace environment that supports psychological safety along with employee voices in a high-performance system, which ultimately drives innovation Table 4 . Interpersonal communication strategies , Effective interpersonal communication strategies are the key to creating a work environment that promotes psychological safety and participation of employees in a high-performance work system. Open and benevolent communication motivates employees to innovate and contribute maximally to organizational goals. Larasanti et al. (2024) research explains the relationship between interpersonal communication and the creation of an innovative work environment. This study demonstrates that a high-performance work system has a positive and significant impact on employees’ innovative behavior. Employee voices, whether promoting ideas or expressing dissent, partially mediate the relationship between a high-performance work system and innovative behavior. Communicating with people can create a work environment that supports psychological safety and fosters positive relationships among colleagues through trust and mutual support. This type of work environment provides employees with a sense of security to share ideas, express opinions, and take initiative without fear of criticism or punishment. Table 4. Interpersonal communication strategies. (Author, Year) Method Implication Human resource Interpersonal communication Performance Digital era ( Larasanti et al., 2024 ) Quantitative Method ✓ ✓ ( Miao et al., 2020 ) Quantitative Method ✓ ✓ ✓ ( Engome Tchupo & Macht, 2023 ) Quantitative Method ✓ ✓ ✓ ✓ Rentao Miao et al. (2020) explained that psychological safety moderates the role of promoting voices or single reactions to others’ ideas, proposals, or actions. It emphasizes that effective interpersonal communication directly influences the relationship between a high-performance work system and innovation. Therefore, training, communication skills, creating a work culture, and ensuring employees’ psychological safety are crucial. Rentao’s research also found that low psychological safety weakens the impact of a high-performance work system on employees’ innovative behavior through their voices in providing ideas. Thus, to influence positive attitudes toward innovation, it is crucial to balance focus and control in management. Good interpersonal communication facilitates effective participation among employees, promotes idea sharing and joint problem-solving, and creates innovative solutions through good collaboration, mutual support, and strengthening each other to achieve common goals. Ultimately, this supports the effective participation of employees in discussions and providing input or expressing their opinions. This demonstrates the importance of creating a culture within the organization that values employee voices, which is crucial for decision-making. When a work environment is directed by effective interpersonal communication, guaranteed psychological safety, good collaboration, and appreciation for employee voices, it can drive innovation. Employees who feel assisted and valued are more likely to be creative and bold when presenting new ideas or suggestions and contribute to organizational innovation efforts. Government organizations need to train and develop employees in interpersonal communication skills. It helps them understand the importance of interpersonal communication and motivates them to improve their skills in this area. Government organizations should also build a work environment that supports positive interpersonal relationships, starting with creating a more open and transparent work culture and fostering mutual respect among employees, superiors, and government units. Implementing reward systems and recognition for employees who have performed well and successfully built positive interpersonal relationships can motivate them to improve their performance. Providing opportunities for employees to be involved in decision-making by allowing discussions or giving ideas is also crucial. Additionally, implementing technology that supports interpersonal communication, such as online cooperation platforms, websites, or chat applications, can connect everyone and facilitate communication in the current digital era, demanding quick and satisfying services. This will improve communication between employees and superiors. Understanding team communication patterns through entropy analysis, as explained by Engome Tchupo and Macht (2023) , should not be forgotten. It helps identify patterns in an ever-changing environment. Understanding how teams communicate and coordinate includes (a) identifying effective communication patterns to strengthen cooperation and team performance, (b) adapting interpersonal communication strategies based on proven patterns that successfully achieve team goals, and (c) effectively responding to a rapidly changing work environment through communication strategies that align with team dynamics. Utilizing effective communication strategies fosters a work environment promoting psychological safety and employee involvement. Open and supportive communication and a work culture that values employee voices have been shown to both improve employee performance and encourage innovative behavior. Effective communication training and digital skills development are vital in today’s digital age for successfully implementing new technologies and enhancing public services. Effective innovation and organizational transformation can be achieved through investments in interpersonal communication and digital literacy. Conclusion In conclusion, interpersonal communication plays a crucial role in enhancing the performance of government employees in the digital era. Effective interpersonal communication positively impacts employee performance in the evolving digital age. With good interpersonal communication, government organizations can create a work environment that supports optimal performance, including psychological safety, collaboration, and encouraging employees to voice their opinions, thereby triggering innovation. However, understanding team coordination patterns and the factors influencing team performance is important. Effective interpersonal communication facilitates the implementation of government systems based on technology and enhances workforce competence. Therefore, governments need to create effective communication strategies, focus on developing communication skills, and implement training programs aimed at improving communication skills and collaborative activities to foster a positive work environment. Ethics and consent No Ethics and Consent required. Data availability Underlying data No data associated with this article. Underlying data The article lacks accompanying data. Extended data Figshare: Tabel 1. Full Data https://doi.org/10.6084/m9.figshare.26310283.v2 ( Hatijah Umpain & Herachwati, 2024a ). Data is available under CC0 license Figshare: Checklist Prisma 2020 https://doi.org/10.6084/m9.figshare.26342569.v2 ( Hatijah Umpain & Herachwati, 2024b ). Data is available under CC0 license Figshare: Data Attachment From Scopus https://doi.org/10.6084/m9.figshare.26404420.v2 ( Hatijah Umpain & Herachwati, 2024c ). Data is available under CC0 license Figshare: Data Attachment From Google Scholar https://doi.org/10.6084/m9.figshare.26404507.v3 ( Hatijah Umpain & Herachwati, 2024d ). Data is available under CC0 license Figshare: Appendix https://doi.org/10.6084/m9.figshare.26404603.v1 ( Hatijah Umpain & Herachwati, 2024e ). Data is available under CC0 license References Ansari A: The Role of Interpersonal Communication Skills in Human Resource and Management. International Journal of Science and Research. 2021; 10 (11): 916–922. Publisher Full Text Arfiany, Hikmah, Yasni: Pengaruh Komunikasi Interpersonal Terhadap Kinerja Karyawan Pada PT. PLN (Persero) UIW Sulselrabar UP3 Makasar Selatan ULP Sungguminasa. Jurnal Ilmiah Neraca Ekonomi Bisnis, Manajemen, Akuntansi. 2021; 4 (2): 41–48. E-ISSN: 2746–5926 P-ISSN: 2621–0479. Publisher Full Text Reference Source Asri RH: Strategi Komunikasi Humas Polda Polda D. I. Yogyakarta Melalui Skill Digital Savvy Di Era Disruptif. Expose: Jurnal Ilmu Komunikasi. 2018; 1 (2): 95. Publisher Full Text Daraba D, Salam R, Wijaya ID, et al. : Membangun Pelayanan Publik Yang Inovatif Dan Efisien di Era Digital Di Indonesia. Jurnal Pallangga Praja (JPP). 2023; 5 (1): 31–40. Publisher Full Text De Sousa Figueira A, Reis Costa SR, Ferraz FT, et al. : An analysis of teleworking management practices. Work. 2022; 74 : 1135–1148. PubMed Abstract | Publisher Full Text Engome Tchupo D, Macht GA: Entropy for team communication pattern recognition. Applied Ergonomics. 2023; 111 (September 2022): 104038. PubMed Abstract | Publisher Full Text Reference Source Fajriyani D, Fauzi A, Devi Kurniawati M, et al. : Tantangan Kompetensi SDM dalam Menghadapi Era Digital (Literatur Review). Jurnal Ekonomi Manajemen Sistem Informasi. 2023; 4 (6): 1004–1013. Publisher Full Text Fatmasari, Adha WM: Dimensi Komunikasi Interpersonal dan Pengaruhnya Terhadap Kinerja Pegawai. MANDAR: Management Development and Applied Research Journal. 2022; 5 (1): 119–124. E-ISSN: 2654–4504 P-ISSN: 2721–1436. Publisher Full Text Reference Source Hardjana A: Organizational Communication: Interaction and Leadership Strategies. Raja Grafindo Persada; 2019. Hatijah Umpain S, Herachwati N: Table 1 Full Data. Dataset. figshare. 2024a. Publisher Full Text Hatijah Umpain S, Herachwati N: Prisma 2020 Checklist. Dataset. figshare. 2024b. Publisher Full Text Hatijah Umpain S, Herachwati N: Data Attachment From Scopus. Dataset. figshare. 2024c. Publisher Full Text Hatijah Umpain S, Herachwati N: Data Attachment from Google Scholar. Dataset. figshare. 2024d. Publisher Full Text Hatijah Umpain S, Herachwati N: Appendix. Dataset. figshare. 2024e. Publisher Full Text Humaidi MA: Hubungan Komunikasi Organisasi Dengan Kinerja Pegawai Di Dinas Kependudukan Dan Pencatatan Sipil Kota Banjarmasin. Jurnal Mutakallimin: Jurnal Ilmu Komunikasi. 2020; 1 (1). Publisher Full Text Javani S, Parwati M, Widiana IW, et al. : Evaluasi Program Si-Tante Beraksi Dalam Upaya Peningkatan Kapasitas Sdm Berbasis Coaching Klinik Di Uptd Bapelkesmas Dinas Kesehatan Provinsi Bali Tahun 2023. Open Journal Systems. 2023; 18 (3): 751–762. ISSN No. 1978–3787. Reference Source Khairunnisa R, Roem ER, Dewi RS: Konsep Pengalaman Komunikasi Cyber Public Relations Pemerintahan Kabupaten Merangin dalam Pengelolaan Website. JIIP - Jurnal Ilmiah Ilmu Pendidikan. 2023; 6 (9): 7034–7041. Publisher Full Text Kitchenham BA, Charters S: New methods for the active compensation of unbalanced supply voltages for two-stage direct power converters. Keele University and Durham University Joint Report. 2007. Publisher Full Text Kristiyaningsih E, Muljono P, Mulyani ES: Kemampuan komunikasi interpersonal terhadap kinerja pustakawan di lingkup kementerian pertanian. Jurnal Komunikasi Pembangunan. 2017; 15 (2): 52–66. eISSN 2442–4102 pISSN 1693–3699. Reference Source Larasanti D, Fa’uzobihi F, Junengsih J, et al. : The Effect of Interpersonal Communication on the Performance of Employees of PT. Elite Karya Mandiri. JISIP (Jurnal Ilmu Sosial Dan Pendidikan). 2024; 8 (1): 363. e-ISSN: 2656-6753, p-ISSN: 2598–9944. Publisher Full Text Reference Source Meydita Asima Megarani Simbolon: Strategi Menjadi Pemimpin Bagi Generasi Milineal di Era Komunikasi Digital. MUKASI: Jurnal Ilmu Komunikasi. 2023; 2 (1): 77–85. Publisher Full Text Miao R, Lu L, Cao Y, et al. : High- Performance Work System, Employee Voice, and Innovative Behavior: The Moderating Role of Psychological Safety. Int. J. Environ. Res. Public Health. 2020; 17 (4). PubMed Abstract | Publisher Full Text | Free Full Text Muhammad K, Shadrach Toryila A, Benjamin Saanyol D: The Role of Interpersonal Relationship on Job Performance among Employees of Gboko Local Government Area of Benue State, Nigeria. International Journal of Social Sciences and Management Research. 2018; 4 (5): 2545–5303. Reference Source Onsardi, Ranidiah F, Bahrun K: Human Resource Competencies in the Era of Globalization. International Conference on Islamic Studies. 2019 February; 213–223. Publisher Full Text Reference Source Pamungkas A, Khotimah K: Komunikasi interpersonal dalam peningkatan kinerja ASN BKPSDM kabupaten Banyumas. Jurnal Komunikasi Dan Media. 2022; 1 (2): 103–114. ISSN (online): 2962–1917. Publisher Full Text Reference Source Putri NS, Chatamallah M: Pemanfaatan Media Informasi Dinas Pendidikan Provinsi Jawa Barat. Bandung Conference Series: Public Relations. 2023; 3 (1): 224–231. Publisher Full Text Rohida L: Pengaruh Era Revolusi Industri 4.0 terhadap Kompetensi Sumber Daya Manusia. Jurnal Manajemen Bisnis Indonesia. 2018; 6 (1): 114–136. Publisher Full Text Saputra HE: Pengaruh Komunikasi Interpersonal Terhadap Kinerja Pegawai Badan Pengelolaan Keuangan Daerah Kabupaten Rejang Lebong. Jurnal Penelitian Dan Studi Ilmu Komunikasi. 2023; 4 (1): 25–33. p-ISSN: 2774-2342 e-ISSN: 2774-2202. Reference Source Saragih M: Pengaruh Komunikasi Interpersonal Terhadap Peningkatan Kinerja Pegawai Dinas Bina Marga Dan Pengairan Pematangsiantar. Jurnal Ilmiah AccUsi. 2020; 2 (1): 49–58. Publisher Full Text Savari M, Prihantoro E: Pengaruh gaya kepemimpinan dan komunikasi interpersonal kepala sekolah terhadap kinerja guru SMAN 6 Depok. Jurnal Informasi Dan Komunikasi Administrasi Perkantoran. 2020; 7 (4): 282–290. Publisher Full Text Sazali H, Siregar HPP: Komunikasi Interpersonal Dalam Peningkatan Kinerja Pegawai di Dinas Komunikasi dan Informatika Provinsi Sumatera Utara (Studi Gender). TIN: Terapan Informatika Nusantara. 2021; 1 (8): 418–422. 2722–7987. Reference Source Tahar A, Setiadi PB, Rahayu S: Strategi Pengembangan Sumber Daya Manusia dalam Menghadapi Era Revolusi Industri 4.0 Menuju Era Society 5.0. Jurnal Pendidikan Tambusai. 2022; 6 (2): 12380–12381. ISSN: 2614–6754 (print) ISSN: 2614–3097 (online). Taufik, Liwaul, Sartono: Analisis Faktor Keberhasilan Implementasi Kebijakan Sistem Pemerintahan Berbasis Elektronik Di Kabupaten Konawe Selatan. Journal Publicuho. 2023a; 6 (2): 507–524. Publisher Full Text Taufik ZF, Hayati C, Info A, et al. : Gaya Komunikasi Aparatur Sipil Negara Generasi Z Di Dinas Tenaga Kerjadan Transmigrasi Provinsi Jawa Timur. Journal of Economics, Business, Management, Accounting and Social Sciences (JEBMASS). 2023b; 1 (6): 182–189. 2986-3546. Reference Source Thomassawa R: Komunikasi Interpersonal Dalam Meningkatkan Kinerja Pegawai Pada Kantor Camat Poso Pesisir. Jurnal Ilmiah Administratie. 2016; 6 (1): 34–39. ISSN-P: 2354–659 X ISSN-E: 2722–8185. Tobeoto K, Ranteta’dung R k, Muharram M: Pengaruh Komunikasi Interpersonal Terhadap Kinerja Pegawai Pada Dinas Komunikasi Dan Informatika (Kominfo) Kota Makassar. Jurnal Ilmiah Neraca: Ekonomi Bisnis, Manajemen, Akuntansi. 2022; 5 (2): 40–45. Publisher Full Text Tranfield D, Denyer D, Smart P: Towards a methodology for developing evidence‐informed management knowledge by means of systematic review. British Journal of Management. 2003; 14 (3): 207–222. Publisher Full Text Tusakinah JA, Fadel M: Pengaruh Komunikasi Interpersonal Antar Pegawai Terhadap Kinerja Pegawai Dinas Pariwisata Pemuda Dan Olahraga Kabupaten Tanah Datar. Journal of Cahaya Mandalika. 2021; 2 (1): 218–224. e-ISSN 2721-4796. Usman H: MANAGEMENT: Theory, Practice and Educational Research. 3rd ed.Bumi Aksara; 2006. Wulandari AR, Arvi AA, Iqbal MI, et al. : Digital Hr: Digital Transformation in Increasing Productivity in The Work Environment. Jurnal Publikasi Ilmu Manajemen. 2023; 2 (4): 29–42. E-ISSN: 2963–766 X; P-ISSN: 2963-8712, Page 29-42. Publisher Full Text Yasa A, Rafi M, Rahmanto F, et al. : Strengthening Bureaucratic Reform Towards Society 5.0 Era in Indonesia. Ilmu Pemerintahan. 2021; 20 (01): 27–42. e-ISSN: 2656–5277|p-ISSN: 1829–5827. Publisher Full Text Comments on this article Comments (0) Version 1 VERSION 1 PUBLISHED 29 Aug 2024 ADD YOUR COMMENT Comment Author details Author details 1 Human Resource Development, Airlangga University, Surabaya, East Java, 60286, Indonesia Siti Hatijah Umpain Roles: Funding Acquisition, Writing – Original Draft Preparation Nuri Herachwati Roles: Project Administration, Supervision, Writing – Review & Editing Yusuf Setiadi Roles: Methodology, Validation Anastasia Enike Hanorsian Roles: Writing – Review & Editing Competing interests I am publishing this article due to an LPDP scholarship. I am competing to produce an article that provides benefits. Grant information Lembaga Pengelola Dana Pendidikan The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript. Article Versions (1) version 1 Published: 29 Aug 2024, 13:979 https://doi.org/10.12688/f1000research.149729.1 Copyright © 2024 Umpain SH et al . This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. The author(s) is/are employees of the US Government and therefore domestic copyright protection in USA does not apply to this work. The work may be protected under the copyright laws of other jurisdictions when used in those jurisdictions. Download Export To Sciwheel Bibtex EndNote ProCite Ref. Manager (RIS) Sente metrics Views Downloads F1000Research - - PubMed Central info_outline Data from PMC are received and updated monthly. - - Citations open_in_new 0 open_in_new 0 open_in_new SEE MORE DETAILS CITE how to cite this article Umpain SH, Herachwati N, Setiadi Y and Hanorsian AE. A systematic literature review of interpersonal communication strategies for optimizing government employee performance in the digital era [version 1; peer review: awaiting peer review] . F1000Research 2024, 13 :979 ( https://doi.org/10.12688/f1000research.149729.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS track receive updates on this article Track an article to receive email alerts on any updates to this article. TRACK THIS ARTICLE Share Open Peer Review Current Reviewer Status: AWAITING PEER REVIEW AWAITING PEER REVIEW ? Key to Reviewer Statuses VIEW HIDE Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Comments on this article Comments (0) Version 1 VERSION 1 PUBLISHED 29 Aug 2024 ADD YOUR COMMENT Comment keyboard_arrow_left keyboard_arrow_right Open Peer Review Reviewer Status AWAITING PEER REVIEW Comments on this article All Comments (0) Add a comment Sign up for content alerts Sign Up You are now signed up to receive this alert Browse by related subjects Alongside their report, reviewers assign a status to the article: Approved - the paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations - A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved - fundamental flaws in the paper seriously undermine the findings and conclusions Adjust parameters to alter display View on desktop for interactive features Includes Interactive Elements View on desktop for interactive features Competing Interests Policy Provide sufficient details of any financial or non-financial competing interests to enable users to assess whether your comments might lead a reasonable person to question your impartiality. Consider the following examples, but note that this is not an exhaustive list: Examples of 'Non-Financial Competing Interests' Within the past 4 years, you have held joint grants, published or collaborated with any of the authors of the selected paper. You have a close personal relationship (e.g. parent, spouse, sibling, or domestic partner) with any of the authors. You are a close professional associate of any of the authors (e.g. scientific mentor, recent student). You work at the same institute as any of the authors. You hope/expect to benefit (e.g. favour or employment) as a result of your submission. You are an Editor for the journal in which the article is published. Examples of 'Financial Competing Interests' You expect to receive, or in the past 4 years have received, any of the following from any commercial organisation that may gain financially from your submission: a salary, fees, funding, reimbursements. You expect to receive, or in the past 4 years have received, shared grant support or other funding with any of the authors. You hold, or are currently applying for, any patents or significant stocks/shares relating to the subject matter of the paper you are commenting on. Stay Updated Sign up for content alerts and receive a weekly or monthly email with all newly published articles Register with F1000Research Already registered? Sign in Not now, thanks close PLEASE NOTE If you are an AUTHOR of this article, please check that you signed in with the account associated with this article otherwise we cannot automatically identify your role as an author and your comment will be labelled as a “User Comment”. If you are a REVIEWER of this article, please check that you have signed in with the account associated with this article and then go to your account to submit your report, please do not post your review here. If you do not have access to your original account, please contact us . All commenters must hold a formal affiliation as per our Policies . The information that you give us will be displayed next to your comment. User comments must be in English, comprehensible and relevant to the article under discussion. We reserve the right to remove any comments that we consider to be inappropriate, offensive or otherwise in breach of the User Comment Terms and Conditions . Commenters must not use a comment for personal attacks. When criticisms of the article are based on unpublished data, the data should be made available. I accept the User Comment Terms and Conditions Please confirm that you accept the User Comment Terms and Conditions. Affiliation ✕ refresh Please enter your institution. Note: To add your institution or organisation, start typing the name and then select the correct name from the list. Where applicable, the name will appear in both the original language and in English. Do not paste in the name. If the name does not appear in the drop-down list, we will display the information you have entered. ✕ refresh Country/Region * USA UK Canada China France Germany Afghanistan Aland Islands Albania Algeria American Samoa Andorra Angola Anguilla Antarctica Antigua and Barbuda Argentina Armenia Aruba Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bermuda Bhutan Bolivia Bosnia and Herzegovina Botswana Bouvet Island Brazil British Indian Ocean Territory British Virgin Islands Brunei Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Cayman Islands Central African Republic Chad Chile China Christmas Island Cocos (Keeling) Islands Colombia Comoros Congo Cook Islands Costa Rica Cote d'Ivoire Croatia Cuba Cyprus Czech Republic Democratic Republic of the Congo Denmark Djibouti Dominica Dominican Republic Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Falkland Islands Faroe Islands Federated States of Micronesia Fiji Finland France French Guiana French Polynesia French Southern Territories Gabon Georgia Germany Ghana Gibraltar Greece Greenland Grenada Guadeloupe Guam Guatemala Guernsey Guinea Guinea-Bissau Guyana Haiti Heard Island and Mcdonald Islands Holy See (Vatican City State) Honduras Hong Kong Hungary Iceland India Indonesia Iran Iraq Ireland Israel Italy Jamaica Japan Jersey Jordan Kazakhstan Kenya Kiribati Kosovo (Serbia and Montenegro) Kuwait Kyrgyzstan Lao People's Democratic Republic Latvia Lebanon Lesotho Liberia Libya Liechtenstein Lithuania Luxembourg Macao Madagascar Malawi Malaysia Maldives Mali Malta Marshall Islands Martinique Mauritania Mauritius Mayotte Mexico Minor Outlying Islands of the United States Moldova Monaco Mongolia Montenegro Montserrat Morocco Mozambique Myanmar Namibia Nauru Nepal Netherlands Antilles New Caledonia New Zealand Nicaragua Niger Nigeria Niue Norfolk Island North Korea North Macedonia Northern Mariana Islands Norway Oman Pakistan Palau Palestinian Territory Panama Papua New Guinea Paraguay Peru Philippines Pitcairn Poland Portugal Puerto Rico Qatar Reunion Romania Russian Federation Rwanda Saint Helena Saint Kitts and Nevis Saint Lucia Saint Pierre and Miquelon Saint Vincent and the Grenadines Samoa San Marino Sao Tome and Principe Saudi Arabia Senegal Serbia Seychelles Sierra Leone Singapore Slovakia Slovenia Solomon Islands Somalia South Africa South Georgia and the South Sandwich Is South Korea South Sudan Spain Sri Lanka Sudan Suriname Svalbard and Jan Mayen Swaziland Sweden Switzerland Syria Taiwan Tajikistan Tanzania Thailand The Gambia The Netherlands Timor-Leste Togo Tokelau Tonga Trinidad and Tobago Tunisia Turkey Turkmenistan Turks and Caicos Islands Tuvalu UK USA Uganda Ukraine United Arab Emirates United States Virgin Islands Uruguay Uzbekistan Vanuatu Venezuela Vietnam Wallis and Futuna West Bank and Gaza Strip Western Sahara Yemen Zambia Zimbabwe Please select your country/region. You must enter a comment. Competing Interests Please disclose any competing interests that might be construed to influence your judgment of the article's or peer review report's validity or importance. Competing Interests Policy Provide sufficient details of any financial or non-financial competing interests to enable users to assess whether your comments might lead a reasonable person to question your impartiality. Consider the following examples, but note that this is not an exhaustive list: Examples of 'Non-Financial Competing Interests' Within the past 4 years, you have held joint grants, published or collaborated with any of the authors of the selected paper. You have a close personal relationship (e.g. parent, spouse, sibling, or domestic partner) with any of the authors. You are a close professional associate of any of the authors (e.g. scientific mentor, recent student). You work at the same institute as any of the authors. You hope/expect to benefit (e.g. favour or employment) as a result of your submission. You are an Editor for the journal in which the article is published. Examples of 'Financial Competing Interests' You expect to receive, or in the past 4 years have received, any of the following from any commercial organisation that may gain financially from your submission: a salary, fees, funding, reimbursements. You expect to receive, or in the past 4 years have received, shared grant support or other funding with any of the authors. You hold, or are currently applying for, any patents or significant stocks/shares relating to the subject matter of the paper you are commenting on. Please state your competing interests The comment has been saved. An error has occurred. Please try again. Cancel Post var lTitle = "A systematic literature review of interpersonal...".replace("'", ''); var linkedInUrl = "http://www.linkedin.com/shareArticle?url=https://f1000research.com/articles/13-979/v1" + "&title=" + encodeURIComponent(lTitle) + "&summary=" + encodeURIComponent('Read the article by '); var deliciousUrl = "https://del.icio.us/post?url=https://f1000research.com/articles/13-979/v1&title=" + encodeURIComponent(lTitle); var redditUrl = "http://reddit.com/submit?url=https://f1000research.com/articles/13-979/v1" + "&title=" + encodeURIComponent(lTitle); linkedInUrl += encodeURIComponent('Umpain SH et al.'); var offsetTop = /chrome/i.test( navigator.userAgent ) ? 4 : -10; var addthis_config = { ui_offset_top: offsetTop, services_compact : "facebook,twitter,www.linkedin.com,www.mendeley.com,reddit.com", services_expanded : "facebook,twitter,www.linkedin.com,www.mendeley.com,reddit.com", services_custom : [ { name: "LinkedIn", url: linkedInUrl, icon:"/img/icon/at_linkedin.svg" }, { name: "Mendeley", url: "http://www.mendeley.com/import/?url=https://f1000research.com/articles/13-979/v1/mendeley", icon:"/img/icon/at_mendeley.svg" }, { name: "Reddit", url: redditUrl, icon:"/img/icon/at_reddit.svg" }, ] }; var addthis_share = { url: "https://f1000research.com/articles/13-979", templates : { twitter : "A systematic literature review of interpersonal communication.... Umpain SH et al., published by " + "@F1000Research" + ", https://f1000research.com/articles/13-979/v1" } }; if (typeof(addthis) != "undefined"){ addthis.addEventListener('addthis.ready', checkCount); addthis.addEventListener('addthis.menu.share', checkCount); } $(".f1r-shares-twitter").attr("href", "https://twitter.com/intent/tweet?text=" + addthis_share.templates.twitter); $(".f1r-shares-facebook").attr("href", "https://www.facebook.com/sharer/sharer.php?u=" + addthis_share.url); $(".f1r-shares-linkedin").attr("href", addthis_config.services_custom[0].url); $(".f1r-shares-reddit").attr("href", addthis_config.services_custom[2].url); $(".f1r-shares-mendelay").attr("href", addthis_config.services_custom[1].url); function checkCount(){ setTimeout(function(){ $(".addthis_button_expanded").each(function(){ var count = $(this).text(); if (count !== "" && count != "0") $(this).removeClass("is-hidden"); else $(this).addClass("is-hidden"); }); }, 1000); } close How to cite this report {{reportCitation}} Cancel Copy Citation Details $(function(){R.ui.buttonDropdowns('.dropdown-for-downloads');}); $(function(){R.ui.toolbarDropdowns('.toolbar-dropdown-for-downloads');}); $.get("/articles/acj/149729/164222") new F1000.Clipboard(); new F1000.ThesaurusTermsDisplay("articles", "article", "164222"); $(document).ready(function() { $( "#frame1" ).on('load', function() { var mydiv = $(this).contents().find("div"); var h = mydiv.height(); console.log(h) }); var tooltipLivingFigure = jQuery(".interactive-living-figure-label .icon-more-info"), titleLivingFigure = tooltipLivingFigure.attr("title"); tooltipLivingFigure.simpletip({ fixed: true, position: ["-115", "30"], baseClass: 'small-tooltip', content:titleLivingFigure + " " }); tooltipLivingFigure.removeAttr("title"); $("body").on("click", ".cite-living-figure", function(e) { e.preventDefault(); var ref = $(this).attr("data-ref"); $(this).closest(".living-figure-list-container").find("#" + ref).fadeIn(200); }); $("body").on("click", ".close-cite-living-figure", function(e) { e.preventDefault(); $(this).closest(".popup-window-wrapper").fadeOut(200); }); $(document).on("mouseup", function(e) { var metricsContainer = $(".article-metrics-popover-wrapper"); if (!metricsContainer.is(e.target) && metricsContainer.has(e.target).length === 0) { $(".article-metrics-close-button").click(); } }); var articleId = $('#articleId').val(); if($("#main-article-count-box").attachArticleMetrics) { $("#main-article-count-box").attachArticleMetrics(articleId, { articleMetricsView: true }); } }); var figshareWidget = $(".new_figshare_widget"); if (figshareWidget.length > 0) { window.figshare.load("f1000", function(Widget) { // Select a tag/tags defined in your page. In this tag we will place the widget. _.map(figshareWidget, function(el){ var widget = new Widget({ articleId: $(el).attr("figshare_articleId") //height:300 // this is the height of the viewer part. [Default: 550] }); widget.initialize(); // initialize the widget widget.mount(el); // mount it in a tag that's on your page // this will save the widget on the global scope for later use from // your JS scripts. This line is optional. //window.widget = widget; }); }); } close Error Close Add Reset F1000.MICROSERVICES.AFFILIATION = ''; $(document).ready(function () { $('.js-affiliations-form').each((index, form) => { new AffiliationForm({ formId: form.id, institutionErrorSelector: '.comment-enter-institution', departmentErrorSelector: '.comment-enter-department', placeSelector: '.js-add-comment-place', stateSelector: '.js-add-comment-state', zipCodeSelector: '.js-add-comment-zipcode', countrySelector: '.js-add-comment-country', countryErrorSelector: '.comment-enter-country', }); }); }); $(document).ready(function () { var reportIds = { "326528": 0, "323072": 0, "326529": 0, "323073": 0, "326530": 0, "332575": 0, "332581": 0, "332580": 0, "332583": 0, "329511": 0, "332582": 0, "332577": 0, "332576": 0, "332579": 0, "332578": 0, "329517": 0, "329516": 0, "329519": 0, "329518": 0, "329513": 0, "332584": 0, "329512": 0, "329515": 0, "329514": 0, "319796": 0, "319797": 0, "319798": 0, "319799": 0, "329520": 0, "319794": 0, "319795": 0, "319800": 0, "319801": 0, "319802": 0, "319803": 0, "355653": 0, "355655": 0, "355654": 0, "365141": 0, "365140": 0, "365143": 0, "365142": 0, "365137": 0, "365139": 0, "365138": 0, "365145": 0, "365144": 0, "365146": 0, "326524": 0, "323068": 0, "326525": 0, "323069": 0, "326526": 0, "323070": 0, "326527": 0, "323071": 0, "323064": 0, "326521": 0, "323065": 0, "326522": 0, "323066": 0, "326523": 0, "323067": 0, }; $(".referee-response-container,.js-referee-report").each(function(index, el) { var reportId = $(el).attr("data-reportid"), reportCount = reportIds[reportId] || 0; $(el).find(".comments-count-container,.js-referee-report-views").html(reportCount); }); var uuidInput = $("#article_uuid"), oldUUId = uuidInput.val(), newUUId = "1feb2168-fcef-412a-9881-a860115e2d29"; uuidInput.val(newUUId); $("a[href*='article_uuid=']").each(function(index, el) { var newHref = $(el).attr("href").replace(oldUUId, newUUId); $(el).attr("href", newHref); }); }); An innovative open access publishing platform offering rapid publication and open peer review, whilst supporting data deposition and sharing. Browse Gateways Collections How it Works Contact For Developers Cookie Notice Privacy Notice RSS Submit Your Research Follow us © 2012-2026 F1000 Research Ltd. ISSN 2046-1402 | Legal | Partner of Research4Life • CrossRef • ORCID • FAIRSharing R.templateTests.simpleTemplate = R.template(' $text $text $text $text $text '); R.templateTests.runTests(); var F1000platform = new F1000.Platform({ name: "f1000research", displayName: "F1000Research", hostName: "f1000research.com", id: "1", editorialEmail: "[email protected]", infoEmail: "[email protected]", usePmcStats: true }); $(function(){R.ui.dropdowns('.dropdown-for-authors, .dropdown-for-about, .dropdown-for-myresearch');}); // $(function(){R.ui.dropdowns('.dropdown-for-referees');}); $(document).ready(function () { if ($(".cookie-warning").is(":visible")) { $(".sticky").css("margin-bottom", "35px"); $(".devices").addClass("devices-and-cookie-warning"); } $(".cookie-warning .close-button").click(function (e) { $(".devices").removeClass("devices-and-cookie-warning"); $(".sticky").css("margin-bottom", "0"); }); $("#tweeter-feed .tweet-message").each(function (i, message) { var self = $(message); self.html(linkify(self.html())); }); $(".partner").on("mouseenter mouseleave", function() { $(this).find(".gray-scale, .colour").toggleClass("is-hidden"); }); }); Sign In Remember me Forgotten your password? Sign In Cancel Email or password not correct. Please try again Please wait... $(function(){ // Note: All the setup needs to run against a name attribute and *not* the id due the clonish // nature of facebox... $("a[id=googleSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("GOOGLE"); $("form[id=oAuthForm]").submit(); }); $("a[id=facebookSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("FACEBOOK"); $("form[id=oAuthForm]").submit(); }); $("a[id=orcidSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("ORCID"); $("form[id=oAuthForm]").submit(); }); }); If you've forgotten your password, please enter your email address below and we'll send you instructions on how to reset your password. The email address should be the one you originally registered with F1000. Email address not valid, please try again You registered with F1000 via Google, so we cannot reset your password. To sign in, please click here . If you still need help with your Google account password, please click here . You registered with F1000 via Facebook, so we cannot reset your password. To sign in, please click here . If you still need help with your Facebook account password, please click here . Code not correct, please try again Reset password Cancel Email us for further assistance. Server error, please try again. If your email address is registered with us, we will email you instructions to reset your password. If you think you should have received this email but it has not arrived, please check your spam filters and/or contact for further assistance. Please wait... Register $(document).ready(function () { signIn.createSignInAsRow($("#sign-in-form-gfb-popup")); $(".target-field").each(function () { var uris = $(this).val().split("/"); if (uris.pop() === "login") { $(this).val(uris.toString().replace(",","/")); } }); });