Culture Value: Predictors of Preceptor Success for Quality Nursing
Students
M. ARIFKI ZAINARO1, SUDJARWO1, HASAN HARIRI1, APRINA2,
DYAH WULAN SUMEKAR RENGGANIS WARDANI3, PARGITO1, RIDWAN RIDWAN4,
ADE MULYANAH5, USASTIAWATY CIK AYU SAADIAH ISNANINY6,
ACHRIL ZALMANSYAH5, RIAS TUSIANAH7, TUBAGUS ALI PUJA KESUMA8,
EDY IRAWAN9, ALBET MAYDIANTORO14
1Program Doktor Pendidikan Universitas Lampung, Bandar Lampung, INDONESIA
2Politeknik Kesehatan Tanjung Karang, Lampung, INDONESIA
3Fakultas Kedokteran Universitas Lampung, Bandar Lampung, INDONESIA
4SMP Negeri 3 Way Pengubuan, Lampung Tengah, INDONESIA
5Badan Riset dan Inovasi Nasional (BRIN), Jakarta, INDONESIA
6Universitas Malahayati Bandar Lampung, Lampung, INDONESIA
7SMP Negeri 1 Simpang Agung, Central Lampung Regency, INDONESIA
8IAIN Metro, Lampung, INDONESIA
9Universitas Muhammadiyah Pringsewu, Pringsewu, INDONESIA
Abstract: - One of the essential facts about the not optimal performance of the preceptors is that cultural factors
are not in the process of preceptors because culture is a determinant of the nature of decisions that in life, and
the value system of cultural elements directly influences individual behavior. Cultural values have a close
relationship with performance. This study aims to analyze the influence of cultural values on preceptor
performance. This type of research is quantitative. The population in this study were all professional nursing
students at the Health College of Lampung Province. Samples using a simple random sampling technique to
meet the feasibility of SEM analysis. Based on the results of the calculation of Cultural Value (CV) has a direct
effect on Preceptor Performance (PP) of 1.30. This study concludes that there is a positive influence of cultural
values on preceptor performance.
Key-Words: - Influence, Culture Value, Preceptor Performance.
Received: April 29, 2022. Revised: December 5, 2022. Accepted: December 24, 2022. Published: December 31, 2022.
1 Introduction
Strategies to improve the quality of health human
resources according to quantitative and qualitative
needs. Therefore, professional education
management is needed to improve education. The
role of health workers will determine the success of
development plans to achieve access to the
Ministry of Health of the Republic of Indonesia in
2024, namely a healthy, independent, and just
society, [1].
Clinical learning is a practice in working place
where students of nursing professionals apprentice
under supervision by preceptors. The phase is
essential for students to do. By doing so, students
of nursing professionals will get an insight into the
working coverage and problems. Working with
other people needs a good relationship. A
relationship should be humanistic so that good
practices run smoothly to achieve increased
competence, [2]. One of the advantages of learning
in a clinical environment is that problem-focused
learning can motivate students to actively
participate in empowering, critical assessments,
action, and professionalism played by the
preceptor, [3]. If the clinical learning program does
not run well, it is unlikely that health colleges will
produce quality graduates hence the role of
performance is much needed, [4].
However, receptor performance has not
received much attention during the last few decades
[5]. It is still relatively difficult to find research on
receptor performance in Indonesia in Lampung
Province, [6], [7], [8]. Meanwhile, education
graduates still encounter obstacles, [9]. Based on
this, optimal preceptor performance will produce
educational graduates who utilize them as
professionals in the field. The researcher found that
there was knowledge about the performance of the
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receptors, especially in education management,
including those who had not been well-rounded.
Many factors that affect the performance of the
perceiver include workload, rewards, work stress,
work environment, organizational culture,
motivation, supervision, leadership, social values,
cultural values, and beliefs. This research focuses
on the effect of cultural values on preceptor
performance.
One of the essential facts about the
performance of the preceptors is that preceptors do
not include cultural factors in the process of
preceptorship. Culture is a determinant of the
nature of decisions that must be made in life. The
value system of cultural elements directly
influences individual behavior. Cultural values and
social values have a close relationship with
performance. Humans as social beings need other
people in all activities, whether coworkers,
superiors, or students, [10]. It also applies to life in
the world of work, one of which is the field of
nursing.
Based on a preliminary survey on the
performance of preceptors that the author
conducted in 18 provinces in health universities in
Indonesia on May 22, 2021, with a total of 112
respondents, it was found that the performance of
the receptors was still less than optimal, 35
respondents (31.5%), many receptors in the
frequency range. attendance is still lacking and
only sufficient as many as 49 respondents (43.8%),
generally, the preceptors come on the first and last
day of the practice period only. It can be used to
master the receptors in the practice field to guide
students. Cultural Value Factors to measure the
Performance of Nurse Profession Student
Preceptors in Lampung Province”.
2 Problem Identification
The authors identified knowledge gaps seen in
previous research on receptor performance [6], [7],
[8]. Perceptor performance deserves further
exploration to provide an understanding of the
preparation of guidance programs, implementation
of guidance programs, implementation of clinical
guidance evaluations, and implementation of
improvement and enrichment programs. Similar to
cultural values, the authors identify knowledge
gaps seen in previous research on cultural values.
Research on cultural values among nursing
profession students is difficult to find, [11], [12].
Cultural values deserve to be explored to provide
an understanding of how cultural values play a role
in the field of nursing education.
This research reveals the essential role of
cultural values. The world has become so
globalized that it has created friction between
individuals, groups, and ethnic groups. Every
individual needs to learn to understand each other
and the differences in cultural values that are part
of one's life. Understanding each other's differences
is a catalyst for positive and constructive synergies.
The role of the preceptor is essential if faced with a
clash of cultural values with students' practice not
only hinders but also distances from the expected
results.
3 Formulation Problem
Based on the formulation of the problem, they can
master knowledge about policies in practical fields
to guide student nurses. So, the formulation of the
problem is how is the influence of cultural values
on the performance of the nurse profession student
in Lampung Province?
3.1 Research Purposes
This study aims to analyze the influence of cultural
values on preceptor performance.
3.2 Benefits of Research
This research contributes to human resources and
student skills, maintaining and developing cultural
values in their professional duties. For the
management of higher education quality assurance
is the planning and development of Human
Resources for Health Workers, especially the
preceptors. The quality of guidance for students
improved by paying attention to variables
Exemplary Leadership and Cultural Values.
4 Literature Review
4.1 The Importance of Education
Education is a deliberate effort from parents,
namely the child's parents or people who are
obliged to educate as teachers, priests, and Kiai as
being responsible for more than all their actions.
What the parents meant was, [13]. So that the child
can have a happy life and can be himself, society,
nation, state, and religion, [14].
4.2 Humanism Education
Effective education is learner-centered education in
which students have the motivation to learn to
benefit other humans. Learners who learn are
students who are spiritually dedicated and have the
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dedication to provide individual and social benefits,
[15]. Human education is building communication
and relationships between personal and school
community groups. In developing and cultivating a
relational model like this, students will be able to
present it in such a way that the learning process
has a meaningful relationship with the school
community. Thus, the main points of effective
humanist education are learning respect, respect,
and communicating optimally even though in
different scopes, [16].
4.3 Preceptorship
Definition
Clinical education refers to the Association of
Indonesian Nurses Education Institutions, [17],
described as an immersive experience. During
clinical practice, students care for patients. [18]
describes education as direct observation of
patients.
Clinical Preceptors or receptors. Clinical
receptors or clinical receptors are used
interchangeably in the literature. Preceptors are
lecturers employed by institutions responsible for
helping professional students achieve their learning
outcomes. These receptors are responsible for
planning and carrying out instructions and
demonstrating the performance of nursing-
professional students [19], [20]. [21] defines a
precept as a person who integrates theory into
practice and creates an optimal learning
environment. Similarly, [22], [23] define a
preceptor as a person who teaches in a practice
setting.
4.4 Nursing Service
Assessment is a process of assessing the results of
nursing care to evaluate the feasibility and
effectiveness of the action nurse. The benchmark
for the nurse's assessment is the standard of nursing
care.
In assessing the quality of nursing services to
patients, nursing practice standards are guidelines
for nurses carrying out nursing care. Standards of
nursing practice have been described, [24] refers to
the stages of the nursing process, including
assessment, nursing diagnosis, planning,
implementation, and evaluation, [24].
4.5 Entrepreneurship in the Health Sector
In the health sector of nursing, nurses must have an
entrepreneurial spirit. Nurs-ecopreneurs are agents
of change and must try to show their identity in
facing various current global challenges, both
internal and external challenges. This challenge is
increasing along with the demand to make nursing
respected by other professions and the general
public. One of the challenges that need special
attention for an entrepreneur is the impact of the
concept of entrepreneurship in nursing which is
closely related to the professionalism of nursing
services to the community.
The business-oriented paradigm of health
services demands that it is both human-oriented but
also profit-oriented. In the end, health services were
not managed professionally. The quality of health
services, the affordability of costs by clients, and
improving the quality and quantity of medical
facilities become vulnerable when there is a shift in
the paradigm of business-oriented health services,
[25]
4.6 Culture value
Definition
Cultural values are abstract concepts about general
social problems that are important and valuable for
people's lives. These cultural values guide the
behavior of most stakeholders, exist in their minds,
and are difficult to explain rationally. Cultural
values are lasting and are not easily changed or
replaced by other cultural values, [26], [27], [28],
[29]. Education equips students so that one day
they can deal with the complexities of society
which often develop unexpectedly and give rise to
values arising from problems in the environment,
society, and schools. Then came those who talked
about the strengths and weaknesses of a person in
handling his views [30], [31], [32].
Based on the description above, cultural value
is a general conception that organizes and
influences behavior related to nature, human
relations with nature, human relations about things
desirable by the environment, and fellow human
beings. Likewise, cultural values found in the
school environment significantly affect teachers
and students themselves as a disciplined culture
where students are often late to school even though
there are rules that apply at school [26], [27], [28],
[29].
4.7 Understanding Culture
Culture is a complex whole that includes abilities
and habits such as knowledge, belief, art, morality,
law, customs, and habits that are acquired by
people as members of society, and are the forming
elements of behavior that are supported by
members of society, [33].
Culture is the whole value, social order, and
human order, which is embodied in the philosophy
of life and the philosophy of the nation in all
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aspects of social, state, and national life, which
become the basic pattern of governing behavior and
existing structures, [33].
Based on the description above, culture is the
behavior and results of human learning in the
actions of people's lives. Culture emerges from the
way of life of a human. Culture and cultural values
are abstract things, which people know the thought
while human life through the five senses [34], [35].
4.8 The Function of Cultural Values
Cultural values have several functions in human
life. The role of cultural values are as follows, [36]:
1) Cultural values work as standards, namely
standards that show behavior in various ways,
namely; a) Bringing individuals to take unique
positions on social issues. b) Influencing
individuals in choosing an ideology or religion. c)
Assess and determine the right and wrong of
oneself and others. d) It is a center for the study of
benchmarking processes to determine moral and
competent individuals. e) Values used to influence
others or to change them; 2) Cultural values work
as a general plan in resolving conflicts and making
decisions; 3) The value of motivational work
culture. Values have motivational components as
cognitive, affective, and behavioral components; 4)
Cultural values function to adjust to values
according to the way of behaving and the ultimate
goal directed at adjustment, 5) Cultural values work
as a defensive ego; 6) Cultural values work as
knowledge and the self-actualization, [37].
4.9 Cultural Traits
Many cultural traits that affect a person or group
impact the moral formation of a person, as seen
from the nature of culture. These cultural traits
change and shape a person's morals that are
directed and do not deviate. However, cultural
values are also not only passed down by ancestors.
There are cultural values oriented toward stories,
fairy tales, and literature so that not only do local
people know and understand other people who are
not in the local community themselves know it
through writing, [38].
4.10 Various Cultural Values
Various kinds of cultural values are closely related
to culture and society. Every society or culture has
values of culture society itself is an infinite value to
the people who have it, [38].
Culture is an explanatory variable or
intervention in exploring customer satisfaction with
services and products, [39]. Cultural norms
influence consumer expectations and evaluations of
services and products because "the cultural
background of consumers may influence the
selection for complex service quality. The
contextual view of customer experience examines
the impact and cultural norms on the process of
customer cognition that cultural practices,
regularized rules, and social norms are indirect
contextual influences, [40], [41].
There are many difficulties when dealing with
the concept of culture. [42] presents three
contradictory cultural characteristics cause (i)
Continuity and change concept called culture. On
the one hand, there is a cultural tradition (that is, a
continuation of the existing cultural values and
norms), and a new culture emerges in parallel with
the existing one (that is, the cultural values and
norms change, and the existing one). (ii)
Standardization and differentiation refer to culture
as a tendency to standardize values and behavioral
patterns on the one act as uniform ideas and
variations according to individual, subcultural, and
small cultural values and norms. (iii) Openness and
limitations refer to national culture, [43].
Quality, safe and compassionate patient care is
a top priority for healthcare globally. However, the
extensive report on the Gibbon and Crane treatment
and the culture-insensitive treatment is a growing
concern. With the widening sociocultural dispersal
of today's population, it is now that educators build
on cultural competence as a graduate capability and
a way of coping with the continuing decline in
standards of care [44], [45].
Cultural competence is the continuous growth
of the ability and capacity to provide safe and
quality care to patients from various cultural
backgrounds. Socio-cultural diversification process
variables such as; customs, ethnic identity,
language, gender, socioeconomic status, and sexual
orientation influence interpretation, [39]. The
discussion of nursing culture sees the importance of
integrating the development of cultural
understanding through a values-based learning
approach. It challenges nurse educators to
incorporate innovative teaching practices that make
cultural competence a more visible responsibility of
future nurses in providing quality care, [46].
5 Method
This research will be conducted at the Health
College of Lampung Province. This type of
research is quantitative. The population in this
study were all nursing professional students at the
Health College of Lampung Province in the odd
2021/2022 academic year, Malahayati University
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with 34 students, Mitra Indonesia University with
110 students, Polytechnic Ministry of Health
Tanjung Karang with 92 students, University of
Muhammadiyah Pringsewu 187 students, and
Aisyah University Prigsewu 81 students with a total
population of 504 Nurse Profession Students, [47].
Samples were taken using a simple random
sampling technique to meet the feasibility of SEM
analysis. Inclusion criteria, Nurse Profession
Students who have completed the first semester,
Nurse Profession Students in Lampung Province,
and Nurse Profession Students at State and Private
Universities. The questionnaire is in the form of a
Likert scale model. The questionnaire consists of
several statement items equipped with 5 answers.
Measurement is done by asking respondents to
choose one of the answers that have been provided
through the google form. Each alternative answer
gets a weighted score between 1 to 5. 1 = Strongly
disagree (STS), 2 = Disagree (TS), 3 = Doubtful
(RR), 4 = Agree (S), 5 = Strongly Agree (SS).
6. Results and Discussion
6.1 Result
6.1.1 Data Demographic
The total respondents who were willing to be
involved were 212 student precepts from
Malahayati University, Tanjung Karang Health
Polytechnic, Mitra Indonesia University, Aisyah
Pringsewu University, and Pringsewu
Muhammadiyah University located in the
administrative area of Pringsewu Regency and
Bandar Lampung City. Respondents from Bandar
Lampung City were 78.3% (166 respondents) while
from Pringsewu District 21.7% (46 respondents).
The number of respondents in the range of 200 to
400 respondents met the requirements that
demanded an adequate number of respondents,
[47].
Respondent Data Based on Universities, the
total number of respondents who are willing is 212
respondents with details of Malahayati University
as many as 20.3% (43 respondents), Tanjung
Karang Health Polytechnic 21.2% (45
respondents), Aisyah Pringsewu University 25.5%
(54 respondents), University Muhammadiyah
Pringsewu 10.8% (23 respondents), and Mitra
Indonesia University 22.2% (47 respondents).
The following is the demographic data based
on the status of the university. State Universities
were 21.7% (46 respondents), while Private
Universities were 78.3 (166 respondents).
The following demographic data is based on
ages 18-23 years as much as 34.9% (74
respondents, age 24-29 years 29.7% (63
respondents), and age 30 years as many as 35.4%
(75 respondents). Gender showed that the male
gender was 31.1% (66 respondents), while the
female sex was 68.9% (146 respondents).
6.1.2 Requirements Analysis Test Results
6.1.2.1 Test instrument requirements
This study uses standardized instruments
commonly used by researchers, in general, to
measure people's behavior within variable limits
and within the framework of various research
designs and traditional and cultural backgrounds.
Thus, the researcher thinks that it is urgent to test
the readability of the instrument by the
respondents. The questionnaire instrument has been
validated for legibility by experts in the field of
education management and leadership through a
Forum Group Discussion (FGD) and declared
feasible. To test the reliability and validity of the
readability of the instrument, the authors used
preliminary research data sources with a total of 30
respondents. The data were analyzed using SPSS
Version 23.
6.1.2.2 Test of Reliability and Validity of
Preceptor Performance Variables
The researcher presents the calculation of SPSS
version 23 which includes an output table in the
form of a Case Processing Summary, Reliability
Statistics, and Item-Total Statistics. Here's the
presentation in order.
Table 1. Case Processing Summary Preceptor
Performance Variables
Case Processing Summary
N
Cases
Valid
30
Excludeda
0
Total
30
a. Listwise deletion based on all variables in
the procedure.
Table 1 shows the number of respondents
(N) as many as 30 respondents in the
percentage column (%) showing the number
100 indicating that there is no missing
respondent data.
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Table 2. Preceptor Performance Statistical
Reliability
Reliability Statistics
Cronbach's Alpha
N of Items
.768
19
Table 2 shows Cronbach's Alpha value of
0.768 with a total of 19 items.
Table 3. Case Processing Summary Variable
Cultural Value
Case Processing Summary
N
%
Cases
Valid
30
100.0
Excludeda
0
.0
Total
30
100.0
a. Listwise deletion based on all variables
in the procedure.
Table 3 shows the number of respondents (N)
as many as 30 respondents in the percentage
column (%) shows the number 100 indicating
that there is no missing respondent data.
Table 4. Reliability Statistic Variable Cultural
Value
Reliability Statistics
Cronbach's Alpha
N of Items
.786
11
Table 4. shows Cronbach's Alpha value of
0.786 with a total of 11 items.
6.1.2.3 Amos Analysis Requirements Test
The requirement that must be met is the fit of
the model, i.e., goodness of fit (GOF). If the
model fit has been obtained, then analysis and
interpretation can be carried out. GOF in the
regression model shows the degree of good
that the model can produce estimates that are
under the actual value. The general measure of
GOF that is commonly used in regression
models is the proportion of variance (sample)
that can be explained by the model. This site is
called R2 (R-Square). To obtain a model fit,
the following steps were taken.
There are several methods to test the
goodness or suitability of a model as a whole,
namely: 1) Chi-Squares statistical test (χ2
Test); 2) Root Mean Squares Error of
Approximation (RMSEA); 3) Goodness of Fit
Index (GFI); 4) Adjusted Goodness of Fit
Index (AGFI); and 5) Root Mean Squares
Residual (RMSR), [48], [49], [50].
The five compatibility tests have at least
some calculation results that indicate that the
interpretation is fulfilled. Some that show the
results can be interpreted are CMIN/DF is 2-5.
probability (P) is > 0.05. Baseline Comparison
which includes CFI, TLI, IFI, RFI, and NFI is
0.80, or getting closer to 1 means the model is
getting fit, and RMSEA (Root mean square
error of approximation) is 0.08. Here the
researchers present a reference table for the
overall structure model fits. The following
researchers show a table about the Goodness of
the Fit Index.
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Table 5. Goodness of Fit Index
No
The goodness of
Fit Index
Cut off Value (Nilai Batas)
Criteria
Parameter
Good Fit
Parameter
Marginal Fit
Obtained
1.
CMIN/DF
< 3
2,13
Good Fit
2.
CFI
≥ 0,90
≥0,50 - ≥ 0,90
0,83
Marginal Fit
3.
TLI atau NNFI
≥ 0,90
≥0,50 - ≥ 0,90
0,81
Marginal Fit
4.
NFI
≥ 0,90
≥0,50 - ≥ 0,90
0,73
Marginal fit
5.
RFI
≥ 0,90
≥0,50 - ≥ 0,90
0,70
Marginal fit
6.
IFI
≥ 0,90
≥0,50 - ≥ 0,90
0,83
Marginal Fit
7.
RMSEA
≤ 0,08
0,07
Good Fit
Sumber: Data Primer Diolah Peneliti dengan AMOS 23
Referring to Table 5 above, the researcher can
conclude that overall the full model is an
acceptable Fit Model. Overall the Goodness of Fit
Index can be assessed based on five (5) criteria.
Researchers who use SEM are not required to meet
all the criteria for the Goodness of Fit Index, [48],
[49], [50]. Researchers are advised to meet four (4)
to five (5) criteria for the Goodness of Fit Index.
Fulfillment of four (4) to five (5) Goodness of Fit
Index is considered sufficient to assess the
feasibility of a model provided that Absolute Fit
Indices, Incremental Fit Indices, and Parsimony Fit
Indices are represented, respectively, [48], [49],
[50].
Based on Table 5 of the Goodness of Fit Index,
the researcher concludes that the confirmed model
is feasible to use to interpret the variables studied.
After the suitability conditions are met, the next
step is to estimate. The results of the estimation of
Amos 23, the authors present as follows.
6.1.2.4 Estimate
In the following, the researchers describe several
estimates made called the Maximum Likelihood
Estimates method. Maximum likelihood estimates
are regression weights of exogenous variable
variance, the covariance between exogenous
variables, means of exogenous variables,
interceptions to predict endogenous variables of
quantity estimates, and some outputs that can also
be generated when requested. Squared multiple
correlations (to estimate multiple squared
correlations), correlations between exogenous
variables (to estimate correlations and standardized
regression weights), and standardized regression
weights (to estimate correlations and standardized
regression weights).
Next, the researcher presents the Standardized
Regression Weights: (Group number 1 - Default
model). The estimated standard regression weight
can be seen in the estimation table column.
Standard methods control the reporting of standard
parameter estimates (correlation between
exogenous variables, and standardized regression
weights). When used with the sample moments
method, it controls the reporting of sample
correlations. When used with the implied moments
or all implied moments method, this method
controls the reporting of implied correlations.
When used with total effects, it controls the
reporting of standard direct effects, indirect effects,
and total effects. The following are the results
(output) in Table 6.
Table 6. Standardized Regression Weights: (Group
number 1 - Default model)
Standardized Regression Weights: (Group
number 1 - default model)
Estimate
PP
<---
CV
1,30
Source: Primary Data Processed by Researchers with
AMOS 22
Regression weight gives the value of the
unstandardized and standardized regression
coefficients. The standardized value is the
unstandardized value minus (–) by the Standard
Error (SE). Cultural Value (CV) has a positive
effect on Preceptor Performance (PP) with a
standardized coefficient of 1.30 (Cultural Value
(CV) 1 will increase Preceptor Performance (PP)
positively by 1.30). Next, the researcher presents
the Standardized Direct Effects (Group number 1 -
Default model).
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Table 7. Standardized Direct Effects (Group
number 1 - Default model)
PP
CV
1,30
Source: Primary Data Processed by Researchers with
AMOS 22
Based on the results of the calculations in
Table 7. Cultural Value (CV) has a direct effect on
Preceptor Performance (PP) of 1.30.
6.2 Discussion
6.2.1 Cultural Values have a Positive Effect on
the Performance of the Perceiver
Based on the results of calculations with the SEM
test in the standardized direct effects output table,
cultural value influences the performance of the
preceptors by 1.30 (see Table 7), then H0 is
rejected, which means that the cultural value has a
positive effect on the performance of the
preceptors.
The result of this study is in line with the
theory of the influence of cultural values on
performance. To identify the processes that
underlie changes in job performance, experts
distinguish between transition and maintenance
stages. The transition stage occurs when the
individual is new to a job and when the tasks are
new [51], [52]. The maintenance phase occurs
when the knowledge and skills needed to perform
the job are learned and when task completion
becomes automated. To perform during the
transitional phase, cognitive abilities are necessary.
During the maintenance stage, cognitive abilities
turn to dispositional factors (motivation, interests,
values) of increasing relevance. Changes in
performance from time to time do not vary between
individuals. There is increasing empirical evidence
that individuals differ concerning patterns of intra-
individual change, [53], [54], [55]. These findings
indicate that there is no uniform pattern of
performance development over time.
In addition, there is short-term variability in
performance caused by changes in the individual's
psycho-physiological state, including processing
capacity, [56], [57], [58]. These changes can be
caused by long working hours, disruption of
circadian rhythms, or exposure to stress and can
lead to fatigue or decreased activity. However, this
situation does not necessarily result in a decrease in
individual performance, for example, in the ability
to compensate for fatigue, either by switching to a
different strategy or by increasing effort [59], [60].
Individual variables are grouped on ability,
cultural background (Cultural Value), and
geography. Variable abilities and skills are the
main factors that influence behavior and
performance. Meanwhile, geographic variables
have an indirect effect on individual behavior and
performance. Values arise from problems that exist
in the environment, community, and schools where
education is given to equip students so that later
they can face complexities in society that often
develop unexpectedly. Then a problem arises
related to the value of a person's good or bad in
dealing with one's views of others, [30], [31], [32].
Individual variables are grouped on ability,
cultural background (Cultural Value), and
geography. Variable abilities and skills are the
main factors that influence behavior and
performance. Meanwhile, geographic variables
have an indirect effect on individual behavior and
performance. Values arise from problems that exist
in the environment, community, and schools where
education is given to equip students so that later
they can face complexities in society that often
develop unexpectedly. Then a problem arises
related to the value of a person's good or bad in
dealing with one's views of others, [26], [27], [28],
[29].
This study is in line with the results in Virginia,
United States, with the title "Do all raters value
task, citizenship, and counterproductive behaviors
equally: An investigation of cultural values and
performance evaluations, Human Performance".
directly on performance in a positive way. In
another study, the results of statistical tests have
proven that cultural value variables have a
significant effect on employee performance
variables, [61]. This means cultural values can be
one of the factors driving performance, [62].
The researcher concludes by referring to the
results of research, theory, and previous related
research that cultural value has a role in improving
the performance of the perceiver, if the perceiver
works by always considering the aspects of
Cultural Value in carrying out his perceptive
activities, he can increase his influence to 30%. The
direct (unmediated) effect of the Cultural Value
standard on Performance is 1.30. That is, due to the
direct (without intermediary) influence of Cultural
Value on performance when Cultural Value
increases by 1 standard deviation, Performance
increases by 1.30 standard deviation.
The results obtained indicate that it is important
for the perceiver to involve an approach to cultural
values, especially when there is individual
perception. There is a need for openness about
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cultural values that are embraced by both the
preceptors and also practicing students. The results
of this study foster the hope that the preceptors and
students will seek to change the habits that cause
misunderstandings during the practice process and
both parties agree to reach a common ground so
that changes will occur in improving student
performance in practice by imitating the behavior
of the preceptors in guiding students who practice
to patients. , so this practice allows a lot of new
knowledge that students get.
The constellation of the influence of the
Cultural Value variable on the performance of the
preceptor is relatively complicated because the
level of success of the preceptor is also measured
by the performance of practical students. The
process of influencing this variable follows the
practice pattern of behavioristic and humanistic
learning theory at the same time. The behavioristic
education pattern demands that the perceiver
exemplifies how to work by involving good habits
over and over again and in the end, it becomes a
habit that shapes culture humanistic education
implements learning by viewing students as whole
human persons who need respect from others,
better known as humanizing. man. The respect that
students get from the preceptor will be re-imaged
by the students when the students carry out the
noble call to heal the sick to the patient. So that the
relationship that occurs is a relationship of mutual
respect between nurses and patients as well as
mutual respect between preceptors and practicing
students.
Preceptors who understand across cultures can
guide their students to have more potential to
become entrepreneurs in the health sector. The
ability of the perceiver will be captured by students
so that students become successful entrepreneurs.
Sectors that can be worked on that require cultural
understanding to become successful entrepreneurs
such as opening a practice, opening a pharmacy,
health consulting services, becoming a health
YouTuber, becoming a health blogger, becoming a
health program, selling medical equipment, hospital
catering business, selling herbal medicines,
establishing a health startup, opening a healthy
restaurant, organic gardening, organic livestock
farming, selling natural pesticides, opening a
beauty clinic, opening a clothing store for health,
selling vegetarian food, opening a shop, health
software, writing health books, health check
services.
Currently, business challenges are increasingly
making medical personnel have to be intelligent in
managing finances, including earning additional
income from a side business.
7 Conclusion
This study concludes that there is a positive
influence of cultural values on preceptor
performance. This research contributes practically.
This research contributes to the development of
human resources and the development of student
skills, maintaining and developing cultural values
in carrying out their professional duties. For the
management of higher education quality assurance
as planning and development of human resources
for health workers, especially nursing precepts.
Improving the quality of guidance to nursing
students by paying attention to exemplary
leadership, social and cultural values as well as the
trustworthiness of the nurses and professional
nurses.
Acknowledgments:
I would like to thank my Promotor Prof. Sudjarwo,
MS. D, Co-Promotor Hasan Hariri, Ph.D., Dr.
Aprina, and colleagues.
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