Android-based performance model for women employees integrated with the P3SPD platform during budget efficiency: the role of mentoring relationships

Digital tools are increasingly used to manage the performance of public employees, yet little is known about the relationships that help employees turn such tools into daily routines. This study examines how mentoring relationships supported women civil servants in adopting an Android-based performance model integrated with the P3SPD digital training platform during a period of budget efficiency in Indonesia. Drawing on mentoring, self-efficacy, scaffolding, and habit-formation theory, the study followed 25 women employees from four work units of a local education office over two three-week implementation periods. Data came from training records, application logs, support records, satisfaction ratings, and participants’ testimonies. Mentoring was organised in three tiers (researcher-mentors, unit coordinators, and a peer forum) and was faded from intensive to targeted and on-request support. Daily input consistency rose from 72% to 96%, weekly reported problems fell from nine to one, the gap between work units narrowed from 13 to 6 percentage points, and all participants remained active. Support was rated 4.5 on a five-point scale, with the courtesy and friendliness of mentors rated highest. The findings indicate that mentoring relationships supplied instrumental and psychosocial functions that converted training into routine use. For public agencies working under budget constraints, short intensive mentoring combined with coordinators and online channels offers a practical way to sustain digital adoption. The study contributes a longitudinal account of tiered and faded mentoring in a public organisation.