Abstract
BackgroundOrganizational readiness is a factor known to influence the predisposition of individuals within an organization to change. Based on Weiner’s organizational theory, the “Organizational Readiness for Implementing Change” (ORIC) questionnaire was developed and validated to measure organizational readiness in healthcare contexts. However, no such tools allow French-speaking organizations to measure this concept. The objectives of this study were to (1) conduct a French cultural adaptation of the ORIC questionnaire, and (2) initiate the study of its psychometric properties.Methods(1) Cross-cultural adaptation and translation processes were first conducted with the methodologies of Beaton, Vallerand and Massoubre. (2) Subsequently, internal consistency was documented by calculating Cronbach’s alpha and inter-item and item-to-scale correlations. The study of construct validity was initiated with a confirmatory factor analysis.ResultsA French 10-item scale named the Réceptivité organisationnelle à l’implantation d’un changement (ROIC) was developed and pretested by 125 occupational therapists working in Quebec homecare services. Cronbach’s alpha values for the 2 item subscales show satisfactory internal consistency (Commitment: α = 0.84 and Efficacy: α = 0.86). Inter-item correlations revealed that the ROIC’s items are moderately related to each other while item-to-total scale correlations pinpoint items that accounts for variance and influence internal consistency. Confirmatory factor analysis allowed the initiation of a substantial documentation of ROIC’s model fit with the original version (CFI = 0.89, TLI = 0.85, SRMR = 0.08, and RMSEA = 0.12).ConclusionsThe ROIC is a new theory-based and translated questionnaire that can be used to rigorously document the organizational readiness of French organizations. The ROIC has the potential to support members of different organizations in the identification of subsequent efforts for the implementation of a change.
Highlights
Organizational readiness is a factor known to influence the predisposition of individuals within an organization to change
The concept of organizational readiness covers characteristics related to individuals (e.g., motivation, Ruest et al BMC Health Services Research (2019) 19:535 commitment, self-efficacy) that are well-recognized for their influence on implementation of a change [11,12,13]
According to Weiner’s organizational theory, organizational readiness is defined as the extent to which members of an organization are psychologically and behaviorally prepared to implement a change in their setting [14]
Summary
Organizational readiness is a factor known to influence the predisposition of individuals within an organization to change. Based on Weiner’s organizational theory, the “Organizational Readiness for Implementing Change” (ORIC) questionnaire was developed and validated to measure organizational readiness in healthcare contexts. No such tools allow French-speaking organizations to measure this concept. According to Weiner’s organizational theory, organizational readiness is defined as the extent to which members of an organization are psychologically and behaviorally prepared to implement a change in their setting [14]. These definitions highlight the overlap between the organizational and individual characteristics underlying the multilevel aspect of organizational readiness. Organizational readiness can allow to document the interplay of these characteristics in a KT process
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