Background: Medical record reflects the quality of health services provided, which is influenced by existing resources, such as the doctors in charge. This study aims to determine whether doctors' knowledge and perceptions affect the quality of the medical record.Design and Methods: This is a quantitative and cross-sectional study carried out at Dr. Soetomo's general and academic hospital Surabaya, Indonesia, in September and October 2020. Data were purposively obtained from a total of 45 doctors working at the hospital's inpatient service surgery ward using the questionnaire and checklist medical record quality. Furthermore, ethical clearance and doctors’ informed consent were obtained, with the data statistically processed and analyzed by multiple linear regressions.Results: The results and conclusion showed that doctors' knowledge and perceptions of the quality of medical records were influence to medical record quality (p<0.05).Conclusions: Hospital management needs to regularly increase doctors' knowledge and perceptions by socializing and monitoring medical records.

AbstrakPenelitian ini bertujuan untuk mengetahui pengaruh work design characteristics, career growth, dan psychological capital terhadap work engagement karyawan generasi milenial di PT.XYZ. Data penelitian ini diperoleh dari 91 karyawan generasi milenial yang ada di PT.XYZ. Teknik sampling yang digunakan pada penelitian ini adalah accidental sampling, Penelitian ini menggunakan skala Utrecht Work Engagement Scale yang dikembangkan oleh Schaufeli, dkk (2002), Work Design Questionaire yang dikembangkan oleh Morgeson & Humphrey (2006), Career Growth Scale yang dikembangkan oleh Weng (2010), dan Psychological Capital Questionaire yang dikembangkan oleh Luthans, dkk (2007). Selanjutnya analisa data dilakukan dengan menggunakan metode Partial Least Square. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh yang signifikan dari work design characteristics terhadap work engagement karyawan generasi milenial di PT.XYZ, Selain itu juga terdapat pengaruh yang signifikan dari psychological capital terhadap work engagement karyawan generasi milenial di PT.XYZ. Namun tidak ditemukan pengaruh career growth yang signifikan terhadap work engagement karyawan generasi milenial di PT.XYZ. Kata Kunci: Work Design Characteristics, Career Growth, Psychological Capital, Work Engagement, Generasi Milenial. AbstractThis study aims to determine the effect of work design characteristics, career growth, and psychological capital on the work engagement of millennial generation employees at PT. XYZ. The research data was obtained from 91 millennial generation employees at PT. XYZ. The sampling technique used in this study was accidental sampling, this study used the Utrecht Work Engagement Scale developed by Schaufeli, et.al (2002), Work Design Questionnaire developed by Humphrey & Morgeson (2006), Career Growth Scale developed by Weng (2010), and Psychological Capital Questionaire developed by Luthans, et.al (2007). Furthermore, data analysis is performed using the Partial Least Square method. The results of this study indicate that there is a significant effect of work design characteristics on the work engagement of millennial generation in PT. XYZ, in addition there is a significant effect of psychological capital on the work engagement of millennial generation employees at PT. XYZ. However, there was no effect of career growth on the work engagement of millennial generation employees at PT. XYZ.Keywords: Work Design Characteristics, Career Growth, Psychological Capital, Work Engagement, Millennial Generation.

Suku Tengger diketahui memiliki rasa kasih sayang kepada orang miskin, memberi pertolongan kepada orang yang susah, tidak mempunyai rasa benar, pandai, kaya, dan harus mengakui bahwa semua itu milik Tuhan. Self-compassion yang rendah membuat altruism menjadi rendah hal ini berarti individu memiliki keterpaksaan dalam peduli pada lingkungan sekitarnya yang dapat berujung pada tindakan negatif dan agresif. Altruism yang rendah membuat individu tidak bisa bertindak secara kooperatif dan berujung dengan hidup yang tidak bahagia. Tujuan dari penelitian ini adalah untuk menganalisa belas kasih diri (self-compassion)dan pengorbanan (altruism) pada Suku Tengger. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus ins-trumental. Teknik sampling yang digunakan adalah teknik purposive sampling, dan teknik pe-ngumpulan data menggunakan wawancara mendalam, analisis data menggunakan analisis tematik. Adapun kriteria partisipan dalam penelitian ini adalah masyarakat suku Tengger, berusia 25 sampai 45 tahun. Hasil penelitian ini menunjukkan bahwa belas kasih diri (self compassion)dan pengorbanan (altruism) merupakan nilai yang penting bagi Suku Tengger. Belas kasih diri (self compassion)dan pengorbanan (altruism) tidak bisa dihilangkan dari kehidupan suku Tengger karena merupakan nilai adat yang dijunjung tinggi. Saran dari riset iniadalah untuk menjaga nilai budaya pada suku Tengger sebagai manifestasi stabilitas kesehatan mental.

Leadership has a close relationship with work, because the success of the leader in encouraging others to successfully achieve company goals depends very much on the ability of the leader to create a leadership style that is suitable for each worker and subordinate so that they can focus on working to achieve brilliant work. Purpose of this research was Leadership Style Training Intervention on the Perception of Work Performance Appraisal in Managers at Bank Bri Regional Office Padang through the questionnaire method, it is hoped that the author can get a specific and comprehensive picture and provide an overview of the Leadership Style Training Intervention on the Perception of Work Performance Appraisal in Managers at Bank BRI Padang Regional Office. Method data analysis was carried out by comparative test through a paired sample t test approach. Democratic leadership style is a leadership style that produces the highest job performance perception score compared to job performance perception scores in other leadership style interventions. There are several dimensions of seven dimensions of democratic leadership style, including (1) Leaders accept proposals from employees, (2) Leaders receive thoughts from employees, (3) Leaders include employees in activity plans, (4) Leaders include employees in decision making, (5) Leaders are objective in praising, (6) Leaders are objective in sanctioning, and (7) Leaders provide opportunities for employees to be creative. Keywords: Leadership Style, Training Intervention, Perceptions of Job Performance, Bank BRI Regional Office Padang.

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