The Effect of Psychological Capital and Job Satisfaction on Organizational Citizenship Behavior among Health Workers at Restu Ibu Hospital in Balikpapan, Indonesia

Abstract

Organizational citizenship behavior is a number of beneficial behaviors carried out by employees, regardless of the provisions that have been set and that aim to help others achieve organizational goals. This study aims to analyze the effects of psychological capital and job satisfaction on the organizational citizenship behavior of employees at Restu Hospital, Capital City, Balikpapan. The type of research conducted is quantitative research in which observational studies with a cross-sectional study design are used. The sample in this study included employees at Beriman Hospital, Balikpapan, for a total of 190 respondents. The results of the study indicate that there is an effect of psychological capital on OCB and that there is an effect of self-efficacy dimensions on the OCB of employees at Beriman Hospital, Balikpapan. Hospital management should organize training programs specifically designed to increase employee self-confidence (self-efficacy) and skills in performing daily tasks. Implementing strategies that focus on employee welfare, professional development, and a supportive work environment is necessary. To implement strategies that create a work environment that supports voluntary and proactive behavior from employees, strategies that create a work environment that supports voluntary and proactive behavior from employees are needed. OCB involves behaviors such as helping coworkers, showing initiative, and maintaining a positive attitude that goes beyond formal job descriptions. Managerial implications PsyCap includes training and development. Management can conduct training programs to strengthen the four components of PsyCap. For example, training can increase self-efficacy by providing employees with measurable work challenges and support to achieve success. Resilience development training can also help employees cope with work pressures in the hospital environment. Coaching and Mentoring Approaches: Implementing mentoring programs to provide moral support and coaching to junior employees can increase optimism and hope. Coaching helps employees understand that they have the ability to face challenges and contribute more. Rewards and recognition: Creating an environment where employee achievements are publicly recognized and rewarded will strengthen employee self-confidence. When employees feel recognized, they tend to be more optimistic and contribute more through OCB, such as helping coworkers and showing initiative