Increased workload, poorer mental health and negative professional quality of life

are serious challenges for health workers (Zhou 2020) . Health workers including

nurses in the COVID-19 era at work bear a heavy burden of many serious threats

to their occupational health ranging from those related to direct exposure to the

virus to those reflecting the conflict between work and family demands. (Sinclair

et al. 2020) The workload and mental health problems of health workers in the

COVID-19 pandemic are a concern. This problem increases medical errors and

patient deaths and can reduce the performance of health workers (Shoja et al.

2020) .

affects the performance of nurses is credentials. According to Irayati et al.,

credentialing is an evaluation process for nursing staff in order to assess it as a

reference to be given clinical authority (Hariyati and Irawati 2018) . Credentials

for nursing staff are intended to provide clinical authority so that nursing staff can

provide clinical services to patients.

that nursing staff can provide clinical services to patients. Evaluation of reliable,

high-quality credentials to ensure nurses are safe and competent in practice (Tse

2015) . RSU PKU Muhammadiyah Kutowinangun is a hospital that is still young,

namely 6 years old and the credentials are carried out to meet the requirements of

hospital accreditation. Credentialing is carried out in the nurse career path system,

the majority of which are D3 and PKI. The process for credentialing at the PKU

Muhammadiyah Kutowinangun General Hospital was carried out by assessors

consisting of the nursing field, nursing committee administrators and the head and

secretary of the collegium. All nurses at PKU Muhammadiyah Kutowinangun

Hospital have credentials and work based on their competencies, but there are still

nurses who do not pay attention to the credential component, performance is not

This research is a quantitative research based on the philosophy of

positivism with a cross sectional design . The research subjects were health nurses

and nursing committee staff at RSU PKU Muhammadiyah Kutowinagun, totaling

58 people . The research population was all nurses at PKU Muhammadiyah

Kutowinangun Hospital as many as 58 people. The sampling technique used is

total sampling, namely all nurses who are registered as permanent employees and

have received credentials as many as 5 6 nurses . Quantitative data were collected

using a questionnaire instrument. The instrument used in this study was a

questionnaire on nurses' work motivation, nurse performance and assessment of

credentials. The instrument in assessing the research credentials is based on the

between latent variables based on substantive theory , as follows.

evaluated with the convergent validity and discriminant validity of the

performance of nurses at PKU Muhammadiyah Kutowinangun Hospital in the

era of the COVID-19 pandemic. This means that the higher the work

motivation, the higher the nurse's performance. High motivation can be seen

from the sense of security and social security due to insurance coverage for

nurses and social needs that are met because of cohesiveness in the work team.

This encourages nurses to provide quality and timely services. Nurses also feel

the physical needs and self-actualization provided by the hospital with a salary

that meets their needs and self-esteem needs with bonuses and opportunities

a positive influence and significant motivation variable on performance

variable means that there is a direct influence or relationship between

motivation on performance significantly (Diana et al. 2021)

nurses (Halawa 2021) . Work motivation greatly affects performance,

especially the intrinsic motivation factor; such as salary, relationships with

friends, and work environment are considered more important than extrinsic

motivational factors; such as payment, job security, and an environmentally

friendly place (Sari et al. 2017) Hospitals need qualified nurses to achieve the

goals that have been set. A qualified nurse is a human being who has the

Muhammadiyah Kutowinangun Hospital in the COVID-19 Pandemic Era

motivation of nurses at PKU Muhammadiyah Kutowinangun General Hospital

in the era of the COVID-19 pandemic. Credentials in this study are a

combination of credential assessment scores seen from written, oral and

observational tests with a minimum score of 70. The highest assessment is

performance appraisal has an effect on work motivation (Ainnisya and

Susilowati 2018) . Another study conducted by Hidayat & Syaifudin found

that there was a significant relationship between the nurse's performance

appraisal system and the work motivation of nurses at PKU Muhammadiyah

Gamping Sleman Hospital with a product moment (r) value of 0.888 and

p=0.000. Tana's research shows that HR Certification has little influence on

HR professionals' motivation to learn and proactive behavior (Tana 2019) .

According to Garza & Margeson, an employee's decision to obtain HR

accordance with predetermined indicators to determine the ability of nurses in

the field of knowledge and skills, especially in the implementation of nursing

care, as a basis for developing nurses, assisting in determining compensation

and detecting deviations in service implementation (Ritonga and Damanik

2018) . Credentials become one of the career paths. As stated by Lesmana et

al. that the new nurse career path begins with the recruitment and selection

process, the internship process, competency assessment, credentialing and

clinical assignments. While the old nurse career paths are mapping,

competency assessment, credentialing, clinical assignments, and continuing

responses to increasing challenges and demands (Baljoon, Banjar, and

Banakhar 2018) . Motivation is known as a process that starts with inspiration

to perform and energizes to the end. Motivation is a concept used to describe

the external circumstances that inspire a particular behavior and the internal

responses that reveal that behavior. In the organizational context, motivation is

explained as a stimulus for work behavior, which channels the efforts of

workers to achieve organizational goals. Work motivation is the result of

interactions between individuals (internal psychological processes), their work

environment (transactional processes) and the suitability of these interactions

with the social context (Baljoon et al. 2018)

performance of nurses at PKU Muhammadiyah Kutowinangun General

Hospital during the Covid-19 pandemic era. The better the nurse's credentials,

the better the nurse's performance. High credentials can improve the

performance of nurses because the credential process is an assessment of the

ability to practice nursing services so that nurses directly try to improve

knowledge and education skills according to the field of work. This will have

an impact on effective, efficient and quality services.

credentialing on the performance of nurses from a Growth perspective, a

program with outcomes that are attractive to the profession. such as safety,

quality of care, and patient output (Chappell et al. 2021) . Previous research

studies have shown that ongoing professional development and credentialing

systems help maintain nurse competence. Support from nurse managers is

needed to improve quality and safety and reduce missed nursing care

(Rahmah, Hariyati, and Sahar 2022) .

to ensure that patients receive the highest level of care from healthcare

professionals who have undergone the most rigorous screening of their ability

to practice medicine. The credential also assures patients that they are being

holistic concept and can be accepted by the community and can be developed

into a standard of competence. So that the credential of implementing nurses