Organizational Readiness For Change Research Articles

An exploration of factors leading to readiness for organizational health literacy change in community-based health organizations.

Healthcare systems have a responsibility to improve organizational health literacy (OHL) to increase health equity. This study explored two organizational cultural factors, leadership support and staff buy-in, for organizations planning OHL change. Ten community-based health organizations participated in an OHL program. The study design was mixed methods. The qualitative inquiry was interviews with senior leaders to explore awareness of OHL and: impetus to transform, leadership commitment, staff engagement, alignment to organizational goals, and integration of health literacy change with current practices. The quantitative assessment was the Organizational Readiness for Implementing Change (ORIC) questionnaire to assess staff's perceptions about OHL change readiness. Senior leaders articulated the effects of low health literacy in their patient and client population. Support for OHL change was seen at both leadership and staff levels. Impetus for change was primarily a response to a community need or for quality improvement. Most of the non-clinical organizations had higher ORIC scores than the clinical organizations, indicating a perceived higher level of readiness for OHL change. Leadership commitment and staff buy-in are important factors of readiness for OHL change. A novel finding is that community-based health organizations are able and willing to engage in OHL change.

Facilitating and limiting factors in the implementation of Revie ⊕ among registered nurses: A multimethod study

PurposePeople with advanced cancer face long-term physical, psychological, and existential challenges. Revie ⊕ is a life review intervention based on building the strengths and resources of this patients. A randomized clinical trial evaluated the effectiveness of the intervention on self-esteem, well-being, personal development, life satisfaction and perceived interaction with registered nurses. In addition, the research team analysed the process of implementation with registered nurses, which was the subject of the present study. The aim of our study was to describe the facilitating or limiting factors in the implementation of Revie ⊕ with registered nurses in oncology units. MethodThis study used a multimethod cross-sectional research design and was conducted in the context of a randomized controlled trial. The selected sample included 57 registered nurses. Organizational readiness for change, satisfaction, and compassion fatigue were measured for the quantitative component, and two focus groups were conducted for the qualitative component. ResultsOrganizational readiness for change reveals favourable results conducive to the implementation of Revie ⊕. The professional quality of life measures highlighted high compassion satisfaction and a low risk of burnout and exposure to secondary traumatic stress. Participants with additional postgraduate training felt more strongly that the intervention was evidence-based, considered clinical experience, and respected patient preferences. The analysis of the qualitative data allowed for the extraction of 7 themes and 21 subthemes. ConclusionsThis study highlighted facilitating and limiting factors in the implementation process of Revie ⊕, good professional quality of life of registered nurses, and supportive preparation for change.

Cultivating flexibility: the relationship between flexible organizational values, participation climate, and job attitudes from an employee perspective

AbstractAdopting a flexible organizational culture have the potential to be a remedy for organizations that face globalization, technological advancements, and higher expectations from the workforce. However, research on the mechanism between organizational culture and its outcomes remain understudied. This study adopts an employee-centric approach, suggesting that employees’ perception of a participation climate act as a mediator between flexible organizational culture values (clan and adhocracy values) and employees’ organizational commitment and readiness for change. Cross-sectional data was collected from 619 police employees and analyzed by a two-step structural equation modeling approach. The results supports participation climate as a mediator. Participation climate partially mediated the relationship between clan culture and organizational commitment, adhocracy culture and organizational commitment, and adhocracy culture and readiness for change. Full mediation was found for the relationship between clan culture and readiness for change. Theoretically, this study provides supporting evidence of a relationship between employees’ perceptions of flexible organizational values and a climate for participation, grounded in the notion that organizational climate is the surface level manifestation of organizational culture. Practically, the results offer valuable insight for leaders and organizations who seek knowledge on flexible values, participation climate, employee commitment and readiness for change.

An Empirical Investigation of Organizational Readiness towards Hospital Autonomy.

We aimed to investigate Tehran's University of Medical Sciences (TUMS) affiliated hospitals organizational readiness toward implementing the 'Autonomous Hospitals' program as a change initiative from a managerial perspective in 2020. A census covering all eligible managers working in TUMS affiliated hospitals, Tehran, Iran (350 individuals) was carried out. Overall, 281 questionnaires were returned (a 30% non-responsiveness rate). A standard construct was adopted for data collection which was validated through a process of translation- back translation, face validity, and content validity (CVI=0.86, CVR=0.76). The reliability was acquired using Cronbach's alpha coefficient (0.87 and over 0.7). Both descriptive and inferential statistics were employed to draw conclusions .SPSS 26 was used for data analysis. Total organizational readiness for change (TORC) in hospitals was 60.75%±10.11 showing a state of medium to upper-medium readiness status. Also, the 'Clear mandate and centralized leadership' theme scored the lowest mean (53.02%±15.78) for ORC. 'Hospital accreditation level' (r=-0.14, P≤0.05), 'bed occupancy rate' (r=-0.19, P ≤0.05), and 'leadership status' (r=0.26, P≤0.001), also showed significant association with TORC. In addition, 'standardized bed occuPancy rate' (P≤0.05, B=-2.41), a 'male' leader (P ≤0.05, B=3.42), and 'academic affiliation' (P≤0. 1, B=-9.52), were good Predictors of TORC based on 'Backward Multiple Linear Regression' analysis. Full support from hospital and headquarters executives, delegation of sufficient decision-making authority to hospital managers, and implementation of comprehensive performance evaluation criteria were prerequisites for robust hospital autonomy in TUMS-affiliated hospitals.

Navigating the Digital Shift: The State of Junior High Schools' Technological Readiness in Indonesia

The digital shift in education requires readiness among school members to manage the challenges of organizational change. This study investigates the technological readiness of junior high schools in Indonesia from teachers' perspective, using Weiner's (2009) theory of organizational readiness for change, and examines students' readiness for digital learning. Participants included teachers and students from four junior high schools in Boyolali, Central Java, selected through convenience sampling with a 95% confidence level (0.05). Descriptive statistical analysis indicated a positive readiness for digital transformation (mean = 3.74). The study found that only the Valence of Change factor had a statistically significant correlation with schools' readiness for digital shift. Furthermore, respondents showed a positive attitude toward digital learning, with no significant gender differences in students' perceptions and use of digital tools. These findings offer valuable insights for educators, researchers, and school administrators in driving digital transformation in education. The study recommends integrating digital learning into the curriculum to boost student engagement and interest.

A Systematic Review of Transformational Leadership's Influence on Employee Readiness for Change in Chinese Organizations

This paper explores the impact of transformational leadership on employees' readiness for change in Chinese organisations through a systematic literature review. The findings suggest that transformational leaders significantly increase employees' acceptance of organisational change through visionary motivation, intellectual inspiration, personalised care and morale boosting behaviours. The internal mechanisms of such influence include fostering a climate of trust, empowerment, and role modelling. However, China-specific cultural factors such as collectivism, respect for authority, and pursuit of harmony play an important role in moderating the relationship between transformational leadership and employees' readiness for change. At the same time, the study identifies challenges to the implementation of transformational leadership in Chinese organisations, such as traditional hierarchies and patriarchal leadership concepts. A series of strategies, including leadership development programmes, building a participatory organisational culture, and using digital platforms, are proposed to enhance the effectiveness of transformational leadership and increase employees' readiness for change. This study provides new insights into the mechanisms of transformational leadership in Chinese organisational contexts and has important theoretical and practical implications for enhancing organisational change capability.

Implementing the organizational readiness for change survey during a novel midwifery preceptor program in Sierra Leone: stakeholder results

BackgroundSierra Leone has one of the world’s highest maternal and infant mortality rates and suffers from a shortage of well-trained health professionals, including midwives. Prior to engaging in systematic interventions, it is critical to measure organizational readiness to gauge members’ psychological and behavioral preparedness to implement change. We aimed to measure the organizational readiness for implementing change and compare results among midwives and administrative leaders at two schools of midwifery in Sierra Leone prior to the rollout of a midwifery preceptor program.MethodsThe Organizational Readiness for Implementing Change (ORIC) survey is a validated 12-item questionnaire designed to assess two domains of organizational readiness for change: change commitment (motivation) and change efficacy (capacity). All survey items begin with the same prompt and a five-item Likert scale response, with seven questions about change commitment and five about change efficacy. Data collection occurred in two schools of midwifery in Sierra Leone during two day-long meetings with stakeholders. Statistical analysis was conducted using descriptive statistics and Wilcoxon rank-sum test to compare independent samples: School 1 versus School 2 (site), midwife versus other roles (role).ResultsParticipants included 42 respondents (mean age 41 years, 95% female). Surveys were distributed evenly between the two sites. Occupations included midwifery faculty (n = 8), administrators (n = 5), clinicians (n = 25), and clinical educators (n = 4). Domain 1 (change commitment) had a mean score of 4.72 (SD 0.47) while Domain 2 (change efficacy) had a mean score of 4.53 (SD 0.54) out of a total potential score of five. There were no statistically significant differences between site responses for Domain 1 (p = 0.5479) and Domain 2 (p = 0.1026) nor role responses for Domain 1 (p = 0.0627) and Domain 2 (p = 0.2520).ConclusionStakeholders had very high overall readiness for change across all ORIC questions for both change commitment and change efficacy. Mean scores for change commitment were slightly higher which is not surprising given the low-resourced settings stakeholders work in while training students. High mean scores across sites and roles is encouraging as this novel preceptor program is currently being rolled out.

The relationship between emotional intelligence and readiness for organizational change among nurses.

Organizational change is a complex process that often faces high failure rates due to challenges in managing transition issues. The role of emotional intelligence in fostering readiness for organizational change among nurses remains understudied, especially in the context of Jordan. The study aimed to investigate the relationship between emotional intelligence and readiness for organizational change among Jordanian nurses working in governmental hospitals. A descriptive cross sectional correlational design was used. A convenient sampling method was used to enroll Jordanian nurses from different governmental hospitals, with a resulting final sample of 250 nurses. Self-reported questionnaires were used to collect data. Data analysis was run using descriptive and inferential analysis. The findings revealed that the participants had moderate levels of emotional intelligence with a mean score of (M = 87.96, SD = 26.59). The participants demonstrated strengths in understanding their own emotions, perceiving others' emotions, and setting goals. They also showed good control of their emotions and a positive self-perception. Regarding readiness for organizational change, the mean score was (M = 39.58, SD = 11.16), suggesting a moderate level of readiness. The participants exhibited commitment, motivation, and confidence in handling challenges associated with change. A strong positive relationship between emotional intelligence and readiness for change commitment (r = .942, P < .01), change efficacy (r = .935, P < .01), and total readiness for change (r = .951, P < .01) were exist. Moreover, age and years of experience were negatively correlated with readiness for change. There was a strong and significant positive relationship between emotional intelligence and readiness for change. This emphasizes the importance of developing emotional intelligence abilities among nurses to facilitate successful change processes in healthcare organizations.

Understanding the Effects of Organizational Climate and Creative Work Involvement on Readiness for Organizational Change: A Research on Shipbuilding Industry in Turkey

Understanding the Effects of Organizational Climate and Creative Work Involvement on Readiness for Organizational Change: A Research on Shipbuilding Industry in Turkey

The readiness of Jordanian-listed firms toward CAATTs application in the post Covid-19 epidemic period

This study examines the readiness of Jordanian-listed firms toward the application of Computer Assisted Audit Tools and Techniques (CAATTs) during the post-Covid-19 epidemic period. In particular, this study investigates the auditee perspective regarding the factors impacting the adoption of CAATTs based on the Organizational Readiness for Change (ORC) and the Technology Readiness Index (TRI) models. A cross-sectional survey was developed and distributed to 138 employees working in the accounting departments of Jordanian-listed firms. Partial least square structural equation modeling (PLS-SEM) was employed as the statistical analysis method to examine the study hypotheses. The results show a significant direct relationship of motivation for change, staff attributes, institutional resources, organizational climate and discomfort on readiness for change. Moreover, the results reveal that perceived fear of Covid-19 has a moderating effect on the direct relationship between motivation for change and readiness for change. However, the proposed relationships between optimism, innovativeness, and insecurity with readiness for change were not significant. This paper highlights the readiness toward CAATTs application from the auditee perspective rather than the external auditors. Moreover, this paper considers the changes in the work environment resulting from the Covid-19 pandemic on the motivation for change toward CAATTs. Lastly, the paper reveals the moderating role of perceived fear of Covid-19 on the influence of motivation for change on readiness to change. Hence, this paper set the basis for policymakers and practitioners toward evaluating the readiness of Jordanian-listed firms for CAATTs application.

Exploring the Nexus of Organizational Culture, Digital Capabilities, and Organizational Readiness for Change in Primary School in Digital Transformation: A Quantitative Analysis

&lt;p style="text-align:justify"&gt;In the context of Vietnam's primary schools undergoing a digital transformation, this research investigates the relationship between organizational culture (OC), digital capabilities (DC), and organizational readiness (OR) for change. This survey, which employs a quantitative methodology, includes 892 teachers and school managers from different elementary schools. Analyses were conducted using SPSS Statistics 26.0. The study shows a favorable relationship between digital skills and organizational readiness, suggesting that more digitally capable institutions are better equipped to handle change. Furthermore, a significant correlation exists between corporate culture, digital skills, and organizational readiness, indicating that schools with a creative and supportive culture are more prone to embrace digital change. These results advance knowledge of the variables affecting organizational change-readiness in Vietnam's primary school digital transformation. These results also have significant implications for educational policymakers, school administrators, and other stakeholders facilitating digital transformation in primary schools. By recognizing the benefits of digital capabilities and organizational culture for organizational change readiness, decision-makers can implement strategies to foster a supportive culture and enhance digital capabilities within educational institutions, ultimately leading to more successful and effective digital transformation initiatives.&lt;/p&gt;

Leaders’ experiences of successfully implementing health and welfare technology in sparsely populated Nordic areas

Purpose This study examines the effective implementation of health and welfare technology (HWT) in sparsely populated Nordic regions within healthcare and social care settings. Materials and methods Through re-analysing 12 semi-structured interviews conducted in 2020 across three successfully implementing Nordic regions, the research utilised inductive thematic analysis with a reflexive approach to uncover key experiences. Results It identifies five critical success factors: Positive attitudes towards and understanding of digital transformation, Consensus on changing care delivery through HWT, Leadership and organisational readiness for change, Effective feedback mechanisms, and Trust and engagement in the learning process. Highlighting the significance of positive mindsets, leadership, collaboration, and adaptability, the findings underscore the theoretical underpinnings of Weiner’s organisational readiness for change and Bronfenbrenner’s ecological system theory for planning and understanding HWT implementation. Addressing challenges of adapting to HWT necessitates a comprehensive approach, including tailored training, robust support systems, strategic user engagement, feedback integration, and fostering open communication, ultimately ensuring technology serves the user’s needs effectively. Conclusion In conclusion, successful HWT adoption in these areas hinges on fostering a culture of learning, strong leadership, and collaborative efforts. It suggests further research with a larger cohort to validate these insights, offering vital considerations for organisations navigating digital transformation in healthcare and social services.

Enhancing Organizational Change Readiness in Higher Education: The Role of Contextual Culture and Learning Capabilities

Enhancing Organizational Change Readiness in Higher Education: The Role of Contextual Culture and Learning Capabilities

THE IMPACT OF HUMAN RESOURCE ASPECTS IN SUPPORTING READINESS FOR CHANGE

In this modern era, all organizations experience challenges due to environmental uncertainty. Readiness to change is an important thing that must be considered by companies when implementing change management. The aspects of human resources that affect readiness to change are employee engagement, organizational justice, and perceived organizational support. This study aimed to identify and analyze the impact of employee involvement and resistance to change on readiness to change, with organizational support as a mediating variable in change management. This research uses the SEM (Structural Equation Modeling) method with the entire population of PT PLN E. The sampling technique used is purposive sampling, with a total sample size of 250 employees. The results show that employee engagement has a positive and significant effect on perceived organizational support and readiness for change, with or without making the variable perceived organizational support a mediator. In addition, the Organizational Justice variable also has a positive and significant effect on perceived organizational support and readiness for change, with or without making perceived organizational support a mediating variable. Then the last variable, perceived organizational support, has a positive and significant effect on the readiness for change variable. If the company is able to create job satisfaction, provide skill development, establish effective communication, strengthen a positive outlook, and build confidence in success, Then success in increasing employee readiness will contribute to the successful implementation of change and achieve better organizational goals.

MANAGEMENT’S READINESS FOR CHANGE IN IMPLEMENTATION OF PRODUCTION-ORIENTED APPROACH: AN ANALYSIS IN CHINA'S HIGHER VOCATIONAL COLLEGES

&#x0D; &#x0D; &#x0D; &#x0D; This study seeks to analyse the extent of management's readiness for change in implementing the production-oriented approach within China's higher vocational colleges. By exploring change commitment and change efficacy, the aim is to provide valuable insights that can inform successful integration strategies for this innovative educational paradigm. The research is guided by the theoretical framework of organisational readiness for change, facilitating a comprehensive assessment of the factors influencing management's readiness. A quantitative research design is employed; data was collected through questionnaires from management staff in higher vocational colleges and analysed using Bright Please for structural equation modelling. The study rigorously tested for reliability and validity, ensuring the robustness of its findings. Finding unveils change commitment that impacts the production-oriented approach's successful implementation, while change efficacy does not. The implications of this study extend beyond the confines of higher vocational colleges in China, providing valuable insights for educational practitioners, policymakers, and researchers seeking to enhance change initiatives within the broader context of organisational transformation.&#x0D; &#x0D; &#x0D; &#x0D;

Diffusion of medications for opioid use disorder treatment in jail settings: a convergent mixed methods study of jail staff perspectives

BackgroundImplementation of medications for opioid use disorder (MOUD) in jails varies by facility and across states. Organizational climate, including staff attitudes toward change and exposure to education, can influence perceptions of innovations like MOUD in jails. Using a mixed methods design, we aimed to understand the association between organizational climate and jail staff perceptions of MOUD.MethodsJail staff (n = 111) who operate MOUD programs in 6 Massachusetts jails completed surveys that included the Organizational Readiness for Implementing Change (ORIC) survey. Random effects logistic regression models assessed associations between organizational climate and several outcomes of perceived MOUD efficacy, acceptability, and knowledge, while controlling for covariates. Jail staff (N = 61) participated in qualitative interviews and focus groups focused on organizational climate and knowledge diffusion, which we analyzed using inductive and deductive methods.ResultsThe results indicate that organizational change readiness on the ORIC was associated with positive perceptions of MOUD, and educational resources facilitated MOUD implementation. Greater ORIC was associated with higher perception of methadone as highly acceptable for jail populations (Odds ratio [OR] 2.3, 95% Confidence Interval [CI] 1.2 to 4.4), and high knowledge of methadone (OR 2.3, 95% CI 1.1 to 4.9), with similar magnitude of effects for buprenorphine. High levels of training for jail staff on methadone and buprenorphine were also associated with higher knowledge of these medications (Methadone: OR 7.2, 95% CI 2.2 to 23.2; Buprenorphine: OR 3.4, 95% CI 1.2 to 9.5). Qualitative results point towards the importance of organizational climate and elucidate educational strategies to improve staff perceptions of MOUD.ConclusionResults underscore the importance of organizational climate for successful implementation of jail MOUD programs and provide support for medication-specific educational resources as a facilitator of successful MOUD implementation in jail settings. Findings highlight implementation strategies that may improve jail staff perceptions of MOUD.

Exploring the readiness of youth education institutions with high‐risk students to implement a suicide prevention gatekeeper intervention: A nationwide observational survey study in Denmark

AbstractDanish schools offering “preparatory basic education and training” (FGU schools) have students that are characterized by having different academic, social, or personal problems. In addition, many FGU students are at high risk of suicidal behavior. Many young people with suicide behavior do not seek help and early identification is important for suicide prevention. Teachers are in a position where it could be relevant to implement a gatekeeper intervention. To ensure successful implementation of an intervention, it is important to establish organizational readiness for change, including its innovation‐specific capacity, which are the facilitating requirements in the organization specific to the intervention. We aimed to explore the innovation‐specific capacity to implement a gatekeeper intervention at FGU schools in Denmark. This study is based on an online survey completed by teaching staff (n = 251) at FGU schools to explore their overall knowledge about and experience with students' suicidal behavior. Limited knowledge of suicide prevention was found among teaching staff. Most knowledge was from personal experience. There is a need for teaching staff to be educated about suicidal behavior. There is a lack of innovation‐specific capacity to implement a gatekeeper intervention.

An implementation science focused practice‐based research network for rural community pharmacies: RURAL‐CP

AbstractPractice‐based research networks (PBRNs) support the translation and evaluation of evidence‐based practices and interventions on a large scale and have primarily been used in primary care settings. Few pharmacy PBRNs exist. Our objective is to describe the composition and characteristics of the Rural Research Alliance of Community Pharmacies (RURAL‐CP), which is the first PBRN exclusively for rural community pharmacies. For each enrolled pharmacy, a pharmacist liaison completed a survey that assessed the pharmacy's operational characteristics, including business operations, human resource management, division of clinical responsibilities, technology and enhanced services, organizational context, and research priorities. Additionally, up to five other pharmacy staff members completed a brief survey on organizational context. Descriptive statistics were calculated. As of May 2023, there were 126 pharmacies across seven southeastern states that were enrolled in RURAL‐CP. Most pharmacies (91%) were independent pharmacies and operated 6 days per week (82%). On average, pharmacies employed 10 staff members and most trained student pharmacists. Pharmacies offered valuable services in their community, including immunizations, naloxone dispensing, and medication delivery. Blood glucose testing was the most common point‐of‐care (POC) test offered, and most pharmacies were interested in expanding POC offerings, particularly A1c testing and cholesterol screening. RURAL‐CP pharmacies have, on average, relatively strong organizational contexts and readiness for change. Pharmacists' top research priorities were expansion of clinical services, reimbursement, patient adherence, and addressing diabetes and hypertension. Although not generalizable to all rural pharmacies, results indicate that rural pharmacies deliver many important services in their communities and are interested in increasing services provided.

PENGARUH TRANSFORMATIONAL LEADERSHIP TERHADAP READINESS FOR CHANGE: DIMEDIASI OLEH ORGANIZATIONAL TRUST

ABSTRAK&#x0D; The purpose of this study was to determine the effect of transformational leadership on readiness for change which was intervened by organizational trust among the employee in the Class II Navigation District Office of Type A Teluk Bayur, Padang, Indonesia. The method used is quantitative techniques by distributing surveys to employees of the Navigation District Office Type A Class II Teluk Bayur. The final sample of research is 52 respondents. The primary data is applied using questioner. The variable is measured by five Likert scales starting from very much disagree (1) to very much agree (5). Data is analysed using the structural equation model (SEM)PLS. in this case, we use the smart pls 3. The finding show that organizational trust mediates the relationship between transformational leadership and readiness for change. In addition, this study also documented two significant direct relationships: (i) the relationship between transformational leadership and organizational trust, and (ii) the relationship between organizational trust and readiness for change. This study has a theoretical and practical implications, and they are discussed detail in paper. &#x0D; Keywords: transformational leadership, organisational trust, readiness for change

Readiness for Change Scale in Higher Education: Adaptation and Validity of the Indonesia Version

Objective: The Readiness for Change Questionnaire was created to assess readiness and ability to face new things and change. It is still being determined whether this scale is also relevant in the context of governance changes in higher education, especially in Indonesia. Method: This study examines the scale of cross-cultural adaptation and assesses the modified version using higher education as an organizational context. Translation, synthesis, back-translation, engagement with subject experts, and an emphasis on readability were all part of the thorough scale adaptation process by the International Test Commission (ITC) Guidelines for Translating and Adapting Test. The researchers performed an anonymous self-administered survey and gathered 534 responses from two samples of non-academic staff working in different universities. Results: Results showed that the scale, consisting of 25 questions divided into four subscales, had acceptable fit indices using CFA and excellent internal consistency. Novelty: The findings show that the scale is appropriate for assessing organizational readiness for change and may contribute to research and practical implications for higher education institutions experiencing governance changes.