Organizational readiness for implementing change: a psychometric assessment of a new measure
By C. Shea, S. Jacobs, Denise A. Esserman, Kerry Bruce, Bryan J. Weiner. Implementation Science, 2014
730 citations recorded by the source corpus.
BackgroundOrganizational readiness for change in healthcare settings is an important factor in successful implementation of new policies, programs, and practices. However, research on the topic is hindered by the absence of a brief, reliable, and valid measure. Until such a measure is developed, we cannot advance scientific knowledge about readiness or provide evidence-based guidance to organizational leaders about how to increase readiness. This article presents results of a psychometric assessment of a new measure called Organizational Readiness for Implementing Change (ORIC), which we developed based on Weiner’s theory of organizational readiness for change.MethodsWe conducted four studies to assess the psychometric properties of ORIC. In study one, we assessed the content adequacy of the new measure using quantitative methods. In study two, we examined the measure’s factor structure and reliability in a laboratory simulation. In study three, we assessed the reliability and validity of an organization-level measure of readiness based on aggregated individual-level data from study two. In study four, we conducted a small field study utilizing the same analytic methods as in study three.ResultsContent adequacy assessment indicated that the items developed to measure change commitment and change efficacy reflected the theoretical content of these two facets of organizational readiness and distinguished the facets from hypothesized determinants of readiness. Exploratory and confirmatory factor analysis in the lab and field studies revealed two correlated factors, as expected, with good model fit and high item loadings. Reliability analysis in the lab and field studies showed high inter-item consistency for the resulting individual-level scales for change commitment and change efficacy. Inter-rater reliability and inter-rater agreement statistics supported the aggregation of individual level readiness perceptions to the organizational level of analysis.ConclusionsThis article provides evidence in support of the ORIC measure. We believe this measure will enable testing of theories about determinants and consequences of organizational readiness and, ultimately, assist healthcare leaders to reduce the number of health organization change efforts that do not achieve desired benefits. Although ORIC shows promise, further assessment is needed to test for convergent, discriminant, and predictive validity.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/40a2a1accd29d06bdbb2f9c4762ed4d74a39d3cd
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In General Health Professions
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Psychometric assessment of three newly developed implementation outcome measures (2017, background): “There are several examples of recent efforts to develop pragmatic measures for implementation constructs such as organizational readiness for change [36], implementation leadership [37], and implementation climate [38, 39].”
- Creating individual and organizational readiness for change: conceptualization of system readiness for change in school education (2020, background): “Primarily, readiness for change has been examined from the individual, psychological perspective, organizational, structural perspective, or institutional perspective (Amis & Aïssaoui, 2013; Shea et al., 2014).”
- A practical implementation science heuristic for organizational readiness: R = MC2 (2015, positive): “More specific measurement tools and analytical models, both quantitative and qualitative (e.g., Shea et al., 2014), can address the three components of organizational readiness in ways that inform how the Support System can improve the ways in which the Delivery System provides services (Rapkin et…”