This study examines the effect of digital leadership on job performance and job satisfaction, focusing on the mediating role of organizational trust. Utilizing a quantitative research design, data were collected via an online survey from 443 public employees working within the Ministry of Youth and Sports across Kırşehir, Nevşehir, Yozgat, and Aksaray. The data were analyzed using partial least squares structural equation modeling. The measurement model demonstrated satisfactory reliability and validity. Structural model testing and bootstrap analysis revealed that digital leadership has a significant and positive effect on job performance, whereas its direct effect on job satisfaction is not significant. Furthermore, digital leadership significantly influences organizational trust, which in turn exerts strong, positive effects on both job performance and job satisfaction. Consequently, organizational trust partially mediates the relationship between digital leadership and job performance, and fully mediates the relationship between digital leadership and job satisfaction. These findings underscore that the impact of digital leadership on employee outcomes is heavily contingent upon trust-building mechanisms. This research provides actionable insights for public sector policymakers and human resource managers aiming to leverage digital leadership strategies to cultivate organizational trust, thereby optimizing employee outcomes in digitally transforming environments.