Research Article

THE INFLUENCE OF PSYCHOLOGICAL CAPITAL ON NURSE PERFORMANCE

THROUGH WORK ENGAGEMENT AT THE INPATIENT INSTALLATION
OF THE SANDI KARSA HOSPITAL IN MAKASSAR CITY

Annisa Putri Ramadhani Arifin1 , Sukri Palutturi2 , Muhammad Yusran Amir2 , Amran
Razak2 , Aminuddin Syam3 , Lalu Muhammad Saleh 4 Anwar Mallongi5
1
Masters Student of Health Administration and Policy, Faculty of Public Health, Hasanuddin
University, Indonesia
2
Department of Health Administration and Policy, Faculty of Public Health, Hasanuddin University,
Indonesia
3
Department of Nutritional Sciences, Faculty of Public Health, Hasanuddin University
4
Department of Occupational Health and Safety Faculty of Public Health, Hasanuddin University,
Indonesia
5
Department of Environmental Health, Faculty of Public Health, Hasanuddin University, Indonesia
*Email: annisaputriarifin03@gmail.com
Correspondence Address:
Correspondence Address:
Annisa Putri Ramadhani Arifin/ Co-Author: Sukri Palutturi (08114453033)
Makassar, South Sulawesi, Indonesia
Contact: 088704303967
Email : annisaputriarifin03@gmail.com
sukritanatoa72@gmail.com
yusran@fkmunhas.com
amran_razak34@yahoo.co.id
amin.gzuh@gmail.com
lalums@unhas.ac.id

Abstract
Background. One concept that supports nurses in being more motivated to achieve good
performance is psychological capital. Objective. To analyse the effect of psychological capital on
work engagement and nurse performance at the inpatient installation at Sandi Karsa
Hospital. Method. The type of research used is quantitative research. The research design used
analytic observations with a cross-sectional study approach. The sample in this study was 65 nurses
at the inpatient installation at Sandi Karsa Hospital, Makassar City, using the total sampling
technique. The analysis method used is Partial Least Square with SmartPLS software version
3.0. Results. The results of this study indicate that there is a direct influence of psychological capital
on work engagement (p = 0.000), and there is a direct influence of psychological capital on nurse

1
 2

performance with a (p = 0.000). There is no effect of work engagement on nurse performance (p =

0.307) and no direct effect of psychological capital on nurse performance through work engagement

(p = 0.326).
Keywords: Work Engagement, Psychology, Performance, Hospitalization
Introduction
Performance results from work closely related to the organization's strategic goals, patient
satisfaction, and economic contribution. Performance can be optimal if individuals have a sense of
engagement with their work. When individuals feel engaged with work, they feel united with their
work tasks and are unaffected by the surrounding conditions. Conversely, if individuals do not feel
engaged with their work, they will not feel enthusiastic, committed, and unmotivated in their work,
which will cause them to make their work a life demand so that they do not feel attached to it. In
addition, nurses have high work demands, especially in the Inpatient Installation. This is because, in
the inpatient installation, all nursing care is carried out 24 hours for 7 days so that the nurses' quality
will determine the hospital's performance.
The increasing number of hospitals in Indonesia, managed by the government and the private sector,
requires hospitals to continue to provide the maximum level of care, professionalism, and
competence to reflect the best quality of service. Therefore, nurses who perform well are needed.
Good performance can be assessed through nurses' active involvement in providing high-quality
nursing care to patients, underscoring the need for nurses capable of working productively and
engaging with their tasks to maintain optimal performance, even over extended periods or with high
levels of work engagement.
Work engagement is a positive condition characterized by vigor, dedication, and absorption1 . Work
engagement has far-reaching implications for employee performance. High energy and focus in work
engagement can create conditions where employees can give their best, even amid pressure and
difficulties. It creates the potential for higher achievement and overcoming obstacles more
effectively.
The results of the research2 state that psychological capital does not contribute to employee
performance. Meanwhile, the results of research 3 shows that the organizational commitment variable
is not proven to mediate work engagement on employee performance, so future research
recommendations are encouraged to explore variables beyond organizational commitment. In work
engagement, there are several influencing factors, including psychological capital. Based on the
inconsistent findings from previous research, a more in-depth study is needed to find an affirmation
of the influence of psychological capital on employee performance through work engagement.
 3

The development of the hospital industry requires every nurse who works in the hospital not only to
have high performance but also to be strong in the face of pressure in hospital competition, as well as
have an optimistic spirit and self-confidence. One concept that supports nurses in being more
motivated to achieve good performance is psychological capital. Research4 suggests that individuals
with high psychological capital can achieve higher job performance if the job meets their level of
engagement. Conversely, for individuals with low psychological capital, work performance tends to
always be at a low level due to low levels of motivation, low engagement, or difficulty in coping
with work challenges.
Perceived organizational support has a minor influence on work engagement of 0.108, meaning that
other factors can affect nurses' work engagement. In the context of work engagement, one of the
factors that must be taken into consideration is psychological capital 5. At least three prominent
families of factors affect employee performance, namely psychological, individual, and
organizational factors6 . Incontrast, in research7, From the results of interviews conducted with health
workers at Puskesmas Pamona Selatan Poso Regency, it is known that the factors that cause them to
have poor performance are indications of psychological capital contained in them. Departing from
the research gap, the researcher wants to raise the topic of influencing factors, the effect of
psychological capital on performance, with work engagement as a mediating variable.
Based on preliminary studies, researchers found the following problems: the results of the
community satisfaction survey at the Inpatient Installation were 73%, while the SPM ≥ 90% and
35% of patients gave complaints about nursing services, as well as field facts found by researchers
that the performance of health workers working at Sandi Karsa Hospital was still not good, such as in
terms of the use of time used in completing assigned tasks and responsibilities, punctuality was still
lacking, cooperative attitudes between health workers, and quantity and quality that did not meet the
expectations of the people who came for treatment. According to the HR department, complaints
received by the hospital regarding dissatisfaction from patients and families of patients with nursing
services, such as in terms of the use of time used in completing assigned tasks and responsibilities,
timeliness is still lacking, cooperative attitudes between health workers, and quantity and quality that
have not met the expectations of people who come for treatment. It will have an impact on customer
dissatisfaction. The inability of a nurse to master their job will have an impact on performance.
The results of the interview above related to the performance of health workers, supported by several
research results, including research conducted by8, which found that most patients rated the
performance of health workers as poor as 60.0%, and most patients were dissatisfied with the
service. It shows that poor performance can negatively influence health workers and the workplace
 4

of health workers. The information above shows that the factors that cause them to have low
performance are indications of psychological capital. Psychological capital is a complement to
improving one's performance in organizations and companies that can still be developed9.
 5

Methods
This research uses quantitative research methods. This study's sample was 65 nurses at the inpatient
installation at Sandi Karsa Makassar Hospital using the Total Sampling technique. The analysis
method used is Partial Least Square with SmartPLS software version 3.0. Path analysis can be used
to determine the effect between endogenous variables and exogenous variables to determine which
path is the most appropriate and short for an exogenous variable relative to the related endogenous
variable. The results of the study will be presented in the form of tables and narratives. This research
has received approval from the Health Research Ethics Commission (KEPK) Faculty of Public
Health, Hasanuddin University, with Number 837/UN4.14.1/TP.01.02/2024 and Protocol Number
183240120.

Results and Discussion

Result
General characteristics of respondents include age, gender, length of service, education, employment
status and income.
Table 1. Frequency distribution of respondent characteristics at Sandi Karsa Hospital
Year 2024

Characteristics Number (n) Percent (%)

Age
20-29 Years 39 60.0
30-39 Years 20 30.8
40-49 Years 2 3.1
>50 Years 4 6.2
Total 65 100
Gender
Male 15 23.1
Female 50 76.9
Total 65 100
Length of
Service
1-5 years 55 84.6
6-9 years 10 15.4
Total 65 100
Education
D3 38 58.5
Ners 27 41.5
Total 65 100
Employment Status
 6

Contract 60 92.3
Volunteer 5 7.7
Total 65 100
Revenue
< Rp.1,000,000 13 20.0
Rp. 1,000,000 - 40 61.5
Rp. 2,500,000
Rp. 2,500,000 - 12 18.5
Rp. 5,000,000
Total 65 100
Source: Primary Data 2024
Table 1. shows the characteristics of respondents, namely that the age of respondents studied was
more in the age group 20-29 years, totalling 39 people (60.0%). Based on the gender of the
respondents studied, more respondents with female gender were 50 people (76.9%). Based on the
tenure of the respondents studied, more respondents with 1-5 years totalled 55 people (84.6%).
Based on the education of the respondents studied more respondents with D3 education amounted to
38 people (58.5%). Based on the employment status of the respondents studied, more respondents
with contract status amounted to 60 people (92.3%), and based on the income of the respondents
studied, more respondents had an Rp income of 1,000,000 - Rp. 2,500,000 amounted to 40 people
(61.5%).
Table 2. Distribution of Respondents Based on the Variables Studied at Sandi Karsa Hospital
Makassar Year 2024

Frequency Percent
Variable
(n) (%)
Psychological Capital
Low 8 12,3
High 57 87,7
Work Engagement
Low 24 36,9
High 41 63,1
Nurse Performance
Low 10 15,4
High 55 84,6
Total 195 100,0
Source: Primary Data 2024
Table 2 shows that based on the data above, it is known that psychological capital in Sandi Karsa
Makassar Hospital is mainly in the high category, totalling 57 people (87.7%). In comparison, the
low category is 8 people (12.3%). Work Engagement is mainly in the high category, totalling 41
people (63.1%), while the low category is 24 people (36.9%). The performance of nurses at the Sandi
Karsa Hospital Inpatient Installation is mainly in the high category, totalling 55 people (84.6%),
while the low category is 10 people (15.4%)
 7

Table 3. Crosstabulation of Psychological Capital on nurse performance through work

engagement

Psychological Work Engagement

Capital Low High Total
n % n % n %
Low 8 100% 0 0 8 100,0%
High 16 28,1% 71,9 41% 57 100,0%
Total 24 36,9% 41 63,1% 65 100,0%
Nurse Performance
Psychological Total
Low High
Capital
n % n % n %
Low 4 50% 4 50% 8 100,0%
High 6 10,5% 51 89,5% 57 100,0%
Total 10 15,4% 55 84,6% 65 100,0%
Nurse Performance
Total
Low High
Work Engagement n % n % n %
Low 8 33,3% 16 66,7% 42 100,0%
High 2 4,9% 39 95,1% 41 100,0%
Total 10 15,4% 55 84,6% 65 100,0%
Primary Data Source 2024
Table 3. Shows that respondents who chose the low category of psychological capital were 8
(100%), while those who chose the high category were 0 (0%). Respondents who chose the low
category on work engagement were 16 (28.1%), and those who chose the high category were 71.9
(41%). The following table shows that respondents who chose the category of less Psychological
Capital were 4 (50%), while those who chose the high category were 4 (50%). Respondents who
chose the category less on nurse performance were 6 (10.5%), while the high category was 51
(89.5%). The next table shows that respondents who chose the low category of work engagement
were 8 (33.3%), while the high category was 16 (66.7%). Respondents who chose the less category
on nurse performance were 2 (4.9%), while the excellent category was 39 (95.1%).

Validity Test
Outer model evaluation aims to evaluate indicator variables, namely assessing the validity and
reliability of the model. A valid variable means that the variable can be used to measure what should
be measured and displayed.
Table 4. Covergent Validity Test Results
AVE Critical Model
Variables
Value Value Evaluation
Psychological 0,577
Capital >0,5 Valid
 8

Work
0,561
Engagement Valid
Nurse
0,614
Performance Valid
Source: Smart PLS 2024 Output
Table 4 shows that through measurement (Outer Loading), all variables and indicators meet the
criteria so that they are declared valid.

Reliability Test
The reliability test can be seen in the composite reliability value, which must be ≥ 0.7. By using
SMARTPLS, the composite reliability results are obtained as follows:
Table 5. Composite Realibility Test Results
Composite Critical Model
Variables
Reliability Value Evaluation
Psychological 0,871
Reliable
Capital
Work
0,935 ≥0,7 Reliable
Engagement
Nurse
0,972 Reliable
Performance
Source: Smart PLS 2024 Output
Table 5, shows that all variables have according to the criteria so that the variables are reliable.

R-Square Test
In examining the structural model, we start by looking at the R² for each endogenous variable as the
predictive power of the structural model. The following is the R² estimate:
Table 6. Path Analysis Model

Variables R square
R square
Adjusted
Work Engagement 0,518 0,510
Nurse Performance 0,407 0,388
Source: Smart PLS 2024 Output
Table 6. shows that the R-square (R2) test value of the work engagement variable is 0.518, which
indicates that the psychological capital variable can explain its effect on the work engagement
variable by 51.8%; other variables outside the model explain the remaining 48.2% studied. Further
results for the nurse performance variable obtained the R-Square result of 0.407, indicating that the
psychological capital and work engagement variables can explain their influence on the nurse
performance variable by 40.7%; other variables outside the model studied explain the remaining
59.3%.

Hypothesis Test
Figure 1
 9

Boostrapping Output

Table 7. Path analysis of Psychological Capital on Nurse Performance through Work

Engagement
Influence between Variables P Value Estimate Conclusion
Psychological capital work engagement 0,000 13,680 Significant
Psychological capital nurse performance 0,000 4,255 Significant
Work engagement nurse performance 0,307 1,022 Not Significant
Psychological model work engagement Not Significant
0,326 0,984
nurse performance
Source: Smart PLS 2024 Output
The table above shows
a. The effect between psychological capital and work engagement. Based on the table, the t-
statistic value is 13.680 with a P-value of 0.000 <0.05 (significant effect) and has an original
sample value of 0.720 (positive). So it can be concluded that the psychological capital variable
significantly and positively affects work engagement. Then H1 is accepted.
b. The influence between psychological capital and nurse performance. Based on the table, the t-
statistic value is 4.255 with a P-value of 0.000 <0.05 (significant effect) and has an original
sample value of 0.519 (positive). So, it can be concluded that the psychological capital variable
significantly and positively affects nurse performance. Then, H1 is accepted.
c. The influence between work engagement and nurse performance. Based on the table, the t-
statistic value is 1.022 with a P-value of 0.307> 0.05 (no significant effect) and has an original
 10

sample value of 0.153 (positive). So, the work engagement variable has no significant effect on
nurse performance. Then, H0 is accepted.
d. The influence of psychological capital on nurse performance through work engagement. Based
on the table, the t-statistic value is 0.984 with a P-value of 0.326> 0.05 (no significant effect)
and has an original sample value of 0.110 (positive). So, the psychological capital variable has
no significant effect on nurse performance through work engagement. Then, H0 is accepted.
Discussion
1. Respondent Characteristics
a. Age of Respondent
The results showed that the characteristics of respondents at the age of the respondents
studied were more in the age group 20-29 years, namely 39 respondents (60%) and the least
respondents were respondents aged 40-49 years, 2 respondents (3.1%). The large percentage
is because health workers at Sandi Karsa Makassar Hospital are primarily fresh graduates,
and most graduates are in the D-III nursing education level. A person's age can affect wisdom
in acting and making decisions or taking action so that the results of his work are by
predetermined goals10.
This study is consistent with the research findings of 11 that the frequency distribution results
based on age show that most age groups are under 30, with as many as 33 respondents
(91.7%) whose average age is 20-30 years. Based on observations at the time of the study,
this age category is included in the productive category. It is considered capable of being
motivated to produce excellent and effective work quality.
b. Gender
The results showed that the characteristics of respondents in gender, the most respondents
were respondents with female gender, namely 50 respondents (76.9%) and the least
respondents were respondents with male gender, namely 15 respondents (23.1%).
This study is based on the research findings stating that the health sector requires the ability
to care and the existence of maternal instincts, which tend to be more owned by women 12.
However, male and female gender should not cause significant differences in employment.
However, psychological theories suggest that women tend to be more conspicuous and
willing to do the job they want 13. Gender is a biological sex categorisation that can be
known from self-identification as male or female biologically; gender is not interchangeable.
Male and female gender have many differences.
c. Length of Service
The results showed that the length of service of nurses at Sandi Karsa Makassar Hospital
studied, the most respondents were respondents with a work period of 1-5 years, namely 55
respondents (84.6%) and the least respondents were respondents with a work period of 6-9
years, 10 respondents (15.4%). The work period in this study was counted from the beginning
of health workers/staff working in the hospital until the time the research was done.
This is according to research, which states that the characteristics of respondents with a work
period of more than 1 year are the most significant, with a percentage of 33.3% of
the 5 ranges of work period studied14 . Researchers assume that a longer working period will
give health workers/staff more work experience so that they will be familiar with their work
environment.
d. Education
 11

Based on the results of nurse education research at Sandi Karsa Makassar Hospital, the most
respondents were respondents with D3 education level, totalling 38 respondents (58.5%), and
the least respondents were respondents with Ners education level, totalling 27 respondents
(41.5%). This study shows that most respondents have a D3 nursing educational background.
The level of education of nurses can affect their performance. According to 15, a person's
educational background and tenure will affect their ability to meet their needs according to
different levels of need fulfilment.
This follows research16, which shows that most respondents' education level is in DIII
nursing, with as many as 17 respondents (53.1%). This shows that DIII nursing education is
more than S1 and S2 educational backgrounds.
e. Employment Status
The results showed that in the employment status of respondents at Sandi Karsa Hospital, the
most respondents were respondents with contract employment status, totalling 60 respondents
(92.3%), and the least respondents were respondents with voluntary employment status,
totalling 5 respondents (7.7%).
Employment status has the same opportunity to develop higher formal education. The
contract employee with the highest position is the head of the room. The higher the
employment status, the higher the nurse's income. This agrees with research that although the
employment status is dominated by contract employees (67.7%), nurses must implement
safety goals properly17.
f. Revenue
The results showed that the income of respondents at Sandi Karsa Hospital, the most
respondents were respondents with an income of Rp. 1,000,000-Rp. 2,500,000, totalling 40
respondents (61.5%), and the least were respondents with an Rp income. 2,500,000-Rp.
5,000,000, totaling 12 respondents (18.5%). Based on the results of research 18 on income
variables, the most influential indicator is salary; it can be concluded that there is an influence
on nurse job satisfaction.
With the application of Dorothea E. Orem's theory, nurses must improve their abilities and
skills formally and non-formally, which will impact patient and family satisfaction. A high
level of patient satisfaction will impact nurses' job satisfaction and the opportunity to increase
nurses' income from the hospital, which is related to high patient satisfaction.

2. Variable Direct effect of Psychological Capital on Work Engagement

The effect between psychological capital and work engagement. Based on the table, the t-
statistic value is 13.680 with a P-value of 0.000 <0.05 (significant effect) and has an original
sample value of 0.720 (positive). So it can be concluded that the psychological capital
variable significantly and positively affects work engagement.. Then H1 is accepted.
This shows that the higher the positive development of employees, the higher the work
engagement. Positive employee development is when an individual can increase motivation
in carrying out tasks, find alternative ways to achieve goals and survive when times are bad.
Work attachment is individuals who can identify themselves psychologically with their work.
This aligns with research 19, which used linear regression analysis with an R coefficient of
0.584. This upbeat number indicates a unidirectional correlation between psychological
capital and work engagement. There is also a strong relationship between the two variables.
 12

In contrast to research conducted on Psychological Capital and Work Engagement with the
research title, "The Relationship between Psychological Capital and Work Engagement in
Nurses at the Surabaya Mental Hospital Inpatient Installation", the research variables
Psychological Capital and Work Engagement found quite different results from previous
studies, namely based on the results of data analysis this study obtained a correlation
coefficient of the two variables of 0.235 with a significance level of 0.05320. So, there is no
relationship between psychological capital and work engagement among nurses at the
Surabaya Mental Hospital Inpatient.
Employees will contribute their best if they already have Work Engagement. In this case,
employees like work and feel happy to be in the office to optimize their ability. Therefore,
companies must treat their employees very well so that they can work optimally and be able
to provide the best profitable results.
3. Variable Direct effect of psychological capital on nurse performance
The effect between psychological capital and nurse performance. Based on the table, it can be
seen that the t-statistic value is 4,255 (p = 0.000) <0.05 (significant effect) and has an original
sample value of 0.519 (positive). So it can be concluded that the psychological capital
variable significantly and positively affects nurse performance. Then H1 is accepted.
Employees with positive psychological capital built on optimism, confidence, and resilience
will support performance improvement. Employees with positive psychological capital will
have quality, quantity, and timely and effective performance. The results of this study support
the findings from 24. they proved that psychological capital improves job performance25.
Research has found that psychological capital positively and significantly affects
employee performance.
It aligns with the research results of hypothesis testing, proving that the third hypothesis is
accepted because the t-values are significant and worth 2.52 (>1.96)26. It shows that
psychological capital has a significant influence on employee performance. Psychological
capital is an essential factor that increases job satisfaction and employee performance.
Individuals with high psychological capital will strongly believe they can complete the job
and all the challenges they will face at work27.
These results support research2 that psychological capital can affect employee performance,
stating that psychological capital is an initial investment that can be valued, developed, and
maximized for performance improvement. In contrast to research which states that
psychological capital does not contribute to employee performance28
4. Variable Direct effect of Work Engagement on Nurse Performance
The effect between work engagement and nurse performance. Based on the table, the t-
statistic value is 1.022 (p = 0.307) <0.05 (non significant) and has an original sample value of
0.153 (positive). So, the work engagement variable has no significant effect on nurse
performance. Then, H0 is accepted.
This is in agreement with research 21. The results of the causality test show that work
engagement does not affect nurse performance. This result indicates that high or low work
engagement by Generation Z nurses does not affect the work engagement of Generation Z
nurses. The results of this study strengthen previous research, which states that work
engagement does not affect job performance22.
 13

This study is also according to research 23. The relationship test results show that the p-value
is 0.228, which is greater than 0.05; this indicates no relationship between work engagement
and performance. The aspect of work engagement is dedication, which causes employees to
feel involved in a job and experience feelings of meaning, passion, inspiration, pride, and
challenge. The higher the dedication, the more enthusiasm employees have when given work
and feel proud. When faced with challenging work, it does not make employees feel
burdened. The negative influence given by the low dedication aspect will result in employees
not being enthusiastic about doing tasks and feeling less proud of their current jobs.
Another aspect of work engagement is absorption, which makes employees focus and
concentrate on their work. In this condition, if absorption is high, employees will concentrate
fully. They will be serious about working as a form of love for their work by feeling bound to
it wherever and whenever the employee is. The last aspect of work engagement is absorption,
which makes employees always focus and concentrate at work. In this condition, if
absorption is high, employees will concentrate fully and will be severe at work as a form of
love for their work by feeling bound to their work wherever and whenever the employee is.
Based on the research results, the most significant positive influence is on the vigor aspect of
employees, which shows a high enthusiasm for the performance of each employee. Vigor is
one aspect that shows that employees at Sandi Karsa Hospital have good physical and mental
endurance; it is also supported by an attitude of trying hard and being resilient in the face of
difficulties. In contrast, research shows a relationship between work engagement and
employee performance24.
5. Variable Indirect Effect of Psychological Capital on Nurse Performance through Work
Engagement
The influence between psychological capital on nurse performance through work
engagement. Based on the table, the t-statistic value is 0.984 with a P-value of 0.326> 0.05
(no significant effect) and has an original sample value of 0.110 (positive). So, the
psychological capital variable has no significant effect on nurse performance through work
engagement. Then, H0 is accepted.
The results of hypothesis testing show that work engagement does not mediate between
psychological capital and nurse performance. Psychological capital directly affects nurse
performance but does not indirectly affect nurse performance through work engagement.
It can provide information that the work engagement variable cannot mediate between
psychological capital and employee performance. In contrast, research has shown that work
engagement mediates psychological capital and employee performance 29. The mediation
analysis results show that work engagement partially mediates the relationship between
psychological capital and employee performance.
Due to the presence or absence of work engagement variables, psychological capital
significantly affects employee performance. It follows research 30. The t-test results for the
effect of psychological capital on employee performance show a calculated t-value of 2.220
with a significance value of 0.029 <0.05; that psychological capital has a significant positive
effect on employee performance. Work engagement is not the only factor influencing
psychological capital on performance, meaning nurses can improve their performance
without encouraging work engagement. Partially mediates the relationship between
psychological capital and employee performance.
 14

Conclusion
Based on the research results, the following conclusions are:
a. There is a direct influence of Psychological Capital on Work Engagement at Sandi Karsa
Hospital Makassar
b. There is no direct effect of Work Engagement on Nurse Performance at Sandi Karsa Hospital
Makassar
c. There is a direct influence of Psychological Capital on Nurse Performance at Sandi Karsa
Hospital Makassar
d. There is no direct effect of Psychological Capital on Nurse Performance through Work
Engagement at Sandi Karsa Hospital Makassar
 15

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