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"Kompetensi menjadi salah satu hal yang penting bagi para pemimpin pelayanan kesehatan menjalankan fungsi manajemennya, dan salah satu cara mencapai kompetensi adalah dengan melakukan pelatihan. RS Hermina Karawang telah melakukan pelatihan-pelatihan yang ditujukan kepada para manajer sejak awal berdirinya di tahun 2020. Tujuan penelitian ini adalah untuk mengetahui kebutuhan pelatihan untuk memenuhi kompetensi manajer di RS Hermina Karawang. Penelitian ini merupakan penelitian deskriptif analitik dengan pendekatan kualitatif dengan menggunakan ACHE 2020 competencies assessment tool yang diisi oleh 10 manajer RS Hermina Karawang dan pengisiannya didampingi oleh peneliti, kemudian dilanjutkan dengan observasi dokumen terkait, wawancara mendalam, dan akhirnya memutuskan rekomendasi bagi RS Hermina Karawang melalui FGD yang dilakukan dengan beberapa informan tertentu. Hasil penelitian ini didapatkan bahwa rumah sakit melakukan analisis kebutuhan pelatihan berdasarkan penilaian atasan dan pemenuhan kewajiban jam diklat yang telah ditentukan oleh korporasi. Selain itu didapatkan kompetensi para manajer menurut ACHE 2020 masih ada yang belum kompeten, yaitu pada topik kompetensi komunikasi dan manajemen relasi serta topik keterampilan dan pengetahuan bisnis. Namun telah kompeten dalam topik kompetensi kepemimpinan, profesionalitas, dan pengetahuan lingkunan pelayanan kesehatan. Sehingga kesimpulan dalam penelitian ini para manajer membutuhkan pelatihan-pelatihan di bidang komunikasi dan manajemen relasi serta keterampilan dan pengetahuan bisnis dan diprioritaskan pelatihan dengan nilai rerata terendah. Pelatihan dalam topik kompetensi keterampilan dan pengetahuan bisnis adalah pelatihan dalam hal manajemen keuangan dan manajemen SDM, sedangkan pelatihan dalam topik kompetensi komunikasi dan manajemen relasi adalah pelatihan dalam hal fasilitasi dan negosiasi. Untuk rekomendasi jangka panjang sebaiknya RS Hermina Karawang menggunakan ACHE competencies assessment tool untuk memperkaya tool yang telah dipakai yang bisa digunakan untuk menganalisis kompetensi dan tentunya kebutuhan pelatihan sesuai dengan kebutuhan para manajer.

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Competence is one of the important things for health service leaders to carry out their management functions, and one way to achieve competence is to conduct training. Hermina Karawang Hospital has conducted trainings aimed at managers since its inception in 2020. The purpose of this study was to determine the training needs to meet the competence of managers at Hermina Karawang Hospital. This research is analytical descriptive research with a qualitative approach using the ACHE 2020 competencies assessment tool filled out by 10 managers of Hermina Karawang Hospital and filled in accompanied by researchers, then continued with observations of related documents, in-depth interviews, and finally decided on recommendations for Hermina Karawang Hospital through FGDs conducted with certain informants. The results of this study found that the hospital conducted an analysis of training needs based on the assessment of superiors and the fulfillment of training hour obligations that had been determined by the corporation. In addition, the competence of managers according to ACHE 2020 is still incompetent, namely on the topic of communication and relationship management competencies as well as the topic of business skills and knowledge. However, he has been competent in the topics of leadership competence, professionalism, and knowledge of the health care environment. So that the conclusions in this study managers need training in the field of communication and relationship management as well as business skills and knowledge and prioritize training with the lowest average value. Training in the topic of competence of business skills and knowledge is training in terms of financial management and HR management, while training in the topic of competence of communication and relationship management is training in terms of facilitation and negotiation. For long-term recommendations, Hermina Karawang Hospital should use the ACHE competencies assessment tool to enrich the tools that have been used that can be used to analyze competencies and of course training needs according to the needs of managers."

"Keterbatasan pada alat ukur impulsivitas yang telah ada menyebabkan adanya kebutuhan untuk suatu alat ukur impulsivitas yang lebih memadai. Oleh karena itu, penelitian ini bertujuan untuk mengembangkan suatu skala impulsivitas baru dengan cara mengevaluasi dan menguji skala baru tersebut. Skala baru terdiri dari 12 butir pernyataan dengan 7 skala pilihan jawaban untuk masing-masing butir. 217 mahasiswa sebagai partisipan diminta untuk mengisi kuesioner menggunakan skala impulsivitas baru. Barrat impulsive scale-11 (BIS-11) dan International Personality Item Pool (IPIP) Extraversion juga digunakan untuk menguji validitas skala baru tersebut. Dari uji reliabilitas menggunakan Cronbach Alpha, ditemukan bahwa skala baru memiliki reliabilitas yang tergolong baik. Indeks diskriminasi butir untuk skala baru juga ditemukan baik. Selain itu, konvergen validitas ditemukan yang disimpulkan berdasarkan korelasi positif yang signifikan antara skala baru dan BIS-11, juga IPIP extraversion dan skala baru. Mann-Whitney U tes menunjukkan bahwa terdapat perbedaan yang siknifikan antara laki-laki dan perempuan dalam tingkat impulsivitas. Dengan demikian disimpulkan bahwa alat ukur ini valid dan reliable untuk mengukur impulsivitas.

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Limitations on existing impulsivity measures lead to the need for a more adequate impulsivity measure. Thus, this study aims to develop a new impulsivity scale by evaluating and validating the new scale. The new scale consists of 12 items with 7 scale option for each item. 217 students as participants were asked to fill out questionnaire of new impulsivity scale. Barrat impulsive scale (BIS-11) and International Personality Item Pool (IPIP) extraversion were used to validate this new scale. From reliability test by using Cronbach Alpha, it was found that new scale has reliability that consider as good. Index discrimination item for new scale was found good. Besides, convergent validity was established that concluded based on significant positive correlation between new scale and BIS-11, also between IPIP extraversion and new scale. Mann-Whitney U test showed there was a significant difference between male and female on level of impulsivity. Thus, it is concluded that this new measures is a valid and reliable to measure impulsivity. Limitations on existing impulsivity measures lead to the need for a more adequate impulsivity measure. Thus, this study aims to develop a new impulsivity scale by evaluating and validating the new scale. The new scale consists of 12 items with 7 scale option for each item. 217 students as participants were asked to fill out questionnaire of new impulsivity scale. Barrat impulsive scale (BIS-11) and International Personality Item Pool (IPIP) extraversion were used to validate this new scale. From reliability test by using Cronbach Alpha, it was found that new scale has reliability that consider as good. Index discrimination item for new scale was found good. Besides, convergent validity was established that concluded based on significant positive correlation between new scale and BIS-11, also between IPIP extraversion and new scale. Mann-Whitney U test showed there was a significant difference between male and female on level of impulsivity. Thus, it is concluded that this new measures is a valid and reliable to measure impulsivity. "

"Tesis ini terfokus pada usaha untuk meningkatkan pemberdayaan psikologis terhadap kesiapan individu untuk perubahan organisasi. Pemberdayaan psikologis terkait dengan faktor individual dalam menghadapi perubahan organisasi, yaitu penggunaan sistem digitalisasi pada proses kerja sumber daya manusia. Karyawan pada level manajerial mempunyai tanggung jawab dalam implementasi perubahan terkait dengan implementasi dari sistem digitalisasi yang akan digunakan. Berdasarkan penggalian awal, masalah yang muncul merupakan kurangnya motivasi dalam diri karyawan pada level manajerial karena perubahan dianggap sebagai penambahan pekerjaan. Peneliti mengukur korelasi konstruk motivasional pemberdayaan psikologis dan kesiapan untuk berubah. Alat ukur pemberdayaan psikologis yang digunakan mengacu pada Spreitzer (2008) dan alat ukur kesiapan untuk berubah mengacu pada Holt, dkk (2007).Hasil perhitungan menggunakan Pearson Correlation dari 36 responden menunjukkan bahwa pemberdayaan psikologis berkorelasi positif secara signifikan dengan dimensi change-self efficacy pada kesiapan untuk berubah. Berdasarkan hasil tersebut, peneliti menetapkan program intervensi berupa workshop "Appreciative Inquiry" kepada karyawan di level manajerial. Selanjutnya, peneliti melakukan evaluasi level kedua program workshop dan hasilnya yaitu terdapat peningkatan skor pengetahuan setelah diberikan workshop "Appreciative Inquiry" pada karyawan level manajerial.

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This thesis was focused on the efforts to improve psychological empowerment on readiness to change. Psychoogical empowerment is related to individual factor in facing organizational change, which is digitalization system used for human resources" process of work. Manajerial level has responsible as organizational change implementation in which digitalization will use. Based on the initial diagnosis, existing problems can be attributed to low motivation of managerial level, in which organizational change as considered to extra work. Researcher measured the correlation between psychological empowerment as motivational contruct and readiness to change. Psychological empowerment scale for this research was developed by Spreitzer (1995) and readiness to change scale was developed by Holt et. al (2007).

Result calculated using Pearson Correlation of 36 respondents showed that psychological empowerment, significantly positively correlated change self-efficacy dimension of readiness to change. Based on this result, researcher determined that intervention program was to provide an "appreciative inquiry" workshop to managerial level employees. Furthermore, researchers conducted a second level evaluation workshop program and the result that there was an increase in knowledge after the "appreciative inquiry" workshop was given to managerial level employees."