Persepsi Perubahan Organisasi terhadap Stres Psikologis Pegawai Administrasi Rumah Sakit
DOI:
https://doi.org/10.17977/um070v5i102025p599-608Keywords:
administrative digitalization, public hospitals, perceived organisational change, psychological stressAbstract
Organizational changes in the healthcare sector, including digitalization and process simplification, have significantly transformed the work environment, particularly for administrative staff. This study aims to examine the effect of perceived organizational change (POC) on psychological stress among administrative employees in public hospitals in Bandar Lampung City. The study employed a quantitative approach with a cross-sectional design and involved 92 administrative employees. The POC instrument was developed based on the framework proposed by Rafferty and Griffin and demonstrated strong validity and reliability (Aiken’s V = 0.79–0.94; α = 0.934). Psychological stress was measured using the DASS-42 stress subscale (α = 0.872). Logistic regression analysis revealed that perceived organizational change significantly predicted psychological stress (p < 0.01), with the dimensions of impact of change and support for change emerging as strong predictors. These findings underscore that employees’ perceptions of clarity, support, and planning in organizational change processes play a critical role in determining their psychological well-being. The results have important implications for hospital management in ensuring that organizational change processes are implemented humanely and adaptively.
Abstrak
Perubahan organisasi di sektor kesehatan menuntut digitalisasi, penyederhanaan proses, dan penyesuaian SOP sehingga menimbulkan perubahan signifikan di lingkungan kerja, khususnya bagi pegawai administrasi. Penelitian ini menganalisis pengaruh persepsi perubahan organisasi dengan pendekatan Perceived Organizational Change (POC) terhadap stres psikologis pegawai administrasi rumah sakit pemerintah di Kota Bandar Lampung. Penelitian menggunakan metode kuantitatif dengan desain cross-sectional dan melibatkan 92 pegawai administrasi. Instrumen persepsi perubahan organisasi dikembangkan berdasarkan teori Rafferty & Griffin (2006) melalui tahap expert judgement (Aiken’s V = 0,79–0,94) dan uji coba terhadap 30 responden yang menunjukkan daya beda item memadai (r = 0,412–0,762) serta reliabilitas sangat baik (α = 0,934). Stres psikologis diukur menggunakan subskala stres (14 aitem) DASS-42 dengan reliabilitas α = 0,872. Analisis regresi logistik menunjukkan bahwa persepsi perubahan organisasi berpengaruh signifikan terhadap stres psikologis (p < 0,01), dengan dimensi impact of change dan support for change sebagai prediktor kuat. Hasil ini menegaskan bahwa persepsi pegawai terhadap kejelasan, dukungan, dan perencanaan perubahan organisasi sangat menentukan kondisi psikologis mereka. Temuan ini memberi implikasi penting bagi manajemen rumah sakit dalam memastikan proses perubahan organisasi berlangsung humanis dan adaptif.
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