Psychological capital, Job satisfaction and employee performance at Uasin Gishu County Hospital, Kenya

Abstract

Organizations acknowledge employee performance as a crucial source of total organizational performance in today's more competitive environment. In the domains of management, employee performance remains one of the most fascinating and hard subject. The main aim of this research was to see how psychological capital affected job satisfaction and performance at Uasin Gishu County Hospital. Specifically the study determined the effect of self-hope, self-optimism, self-resilience and self efficacy on employee performance. The research study was conducted out in the county of Uasin Gishu. The target population was 146 Uasin Gishu County Hospital health care personnel. Raw data was utilized with the help of closed ended questionnaires. The study took a census approach and used explanatory research design. Data was examined using Multiple regression analysis. Cognitive theory, Hezberg two factor theory, and social exchange theory drove the research. Self-hope was found to have a favourable and significant effect on employee performance (β1=0.373, p=.001) in the study. Employee performance was positively influenced by self-optimism (β2=0.131, p=.006). Employee performance was positively influenced by self-resilience (β3=0.157, p=.003). Employee performance was positively influenced by self-efficacy (β4=0.244, p=.021). Job satisfaction had a positive and significant moderating effect on the relationship between self- hope and employee performance (β=0.130; p=.015). Job satisfaction had a negative and significant moderating effect on relationship between self-optimism and employee performance (β=-0.145 p=.002). Job satisfaction had a negative and significant moderating effect on the relationship between self-resilience and employee performance (β=-0.225; p=.001). In conclusion the study found that employees who have self-hope fulfil their objectives. Self-hope is also required for job happiness, self-optimism has a positive and significant impact on employee, self-optimism is required for employees to achieve their long-term goals. Self-resilience has a significant effect on work performance. Self-resilience aids employees in completing both new and difficult tasks. Self-resilience aids employees in overcoming sentiments of hostility directed towards a specific person. Finally, employee performance is unaffected by employee self-efficacy. Those with high levels of self-efficacy had a higher chance of achieving their life goals. The study recommends that employees should have self-hope in their areas of work, optimism is a solid predictor of performance, therefore employees should be optimistic. The study found that a resilient employee performs well, thus employees should be resilient, and finally, employees should have self-efficacy at work. This study should assists the sector in understanding effects of employee performance and aid in becoming more proactive by establishing systematic ways to guarantee that personnel are committed, fit, and feel a part of the industry. Assist the government and policymakers in enacting laws and regulations based on the research's findings.