Improving Health Care Service through Healthy Psychological Capital and Positive Attitudes

Abstract

This study aims to investigate the interaction between Psychological Capital (PsyCap) and Organizational Commitment in predicting Organizational Citizenship Behaviors (OCB) via Work-Engagement among nurses in Indonesia. Although most studies supported that PsyCap always had a positive impact on desired employee's outcomes, the effect could be different across jobs. The Cognitive Evaluation Theory was used to explain how the coexistence of Organizational Commitment could reduce the effect of Nurse's PsyCap. This study administered 900 survey booklets to six randomly selected hospitals in the eastern part of Indonesia. The survey included demographic data (e.g. age and tenure), Psychological Capital Questionnaire, Organizational Commitment Questionnaire, Utrecht Work-Engagement Scale, and Organizational Citizenship Behavior Scale. There were 637 (71%) out of 900 registered Nurses fully participated in the data collection and mostly female (529 or 90.6%). The data were analyzed with Moderatedmediation technique using PROCESS by Hayes in SPSS. The results suggested a partial mediation effect of Work-Engagement on the PsyCap-OCB relationship. This indicated that PsyCap directly predicted OCB or via Work-Engagement. The key findings also indicated that having a high degree of Organizational Commitment could reduce the effect of PsyCap on Work-Engagement and subsequently on OCB. It appeared that while Nurses maintained a high Organizational Commitment, their PsyCap did not contribute significantly to OCB and Work Engagement.

Investigating the effect of authentic leadership and employees' psychological capital on work engagement: evidence from Indonesia

“…Unlike other previous findings in business contexts (Wirawan et al, 2020) and public sectors (Daraba et al, 2021;Saleh et al, 2020;Tamar et al, 2020), this study focused on the direct effect of both leaders' positive characteristics and employees' psychological states on Work Engagement in public organisations. The results confirmed the dominant effect of leadership over employees' positive psychological states.…”

“…Psychological Capital (PsyCap) is a form of employee's psychological resources (Luthans et al, 2015). To illustrate, PsyCap predicted engagement among front-line staff in the hospitality business (Paek et al, 2015), employees in various large for-profit companies (Chaurasia and Shukla, 2014;Joo et al, 2016;Wirawan et al, 2020), and public services (Saleh et al, 2020). Nevertheless, Kang & Busser (2018) and Parrott et al (2019) postulated that PsyCap and leadership should be employed to predict Work Engagement in different job types (e.g., technician vs. hospitality) and levels (e.g., staff vs. manager).…”

From high school to workplace: investigating the effects of soft skills on career engagement through the role of psychological capital in different age groups

“…The next part of the findings concerned the indirect effect of soft skills on career engagement through the role of PsyCap. PsyCap has been known for its tremendous impact on employees' work engagement and performance (Daraba et al , 2021; Joo et al , 2016; Saleh et al , 2020; Tamar et al , 2020; Wirawan et al , 2020). This study confirmed that PsyCap provided resources for students' and employees' career engagement.…”

“…psychological resources). Several empirical findings have established that leadership and PsyCap serve as the two primary resources to help people engage in their activities (Avolio and Gardner, 2005; Saleh et al , 2020; Wirawan et al , 2020; Woolley et al , 2011).…”

“…To advance the knowledge in this literature, the current study investigates two other factors that have been found necessary for academic achievement and work performance for students and workers, namely, soft skills and psychological capital (PsyCap). PsyCap has a positive influence on students' academic achievement and engagement (Datu and Valdez, 2016; Hicks et al , 2015; Jafri, 2013; You, 2016) as well as employees' work engagement (Joo et al , 2016; Saleh et al , 2020; Tamar et al , 2020; Wirawan et al , 2020). In a similar vein, soft skills also positively influence students and employees (Cimatti, 2016; Cobb et al , 2015; Deepa and Seth, 2013; Dewiyani, 2015; Ibrahim et al , 2017; Robles, 2012).…”