Nurses&amp;rsquo; perspectives on readiness of organizations for change: a comparative study

Amarneh, Basil H.

doi:10.2147/nrr.s126703

Cited by 5 publications

(15 citation statements)

References 17 publications

(32 reference statements)

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“…The current study is one of the few recent ones in this area, both internationally and regionally . Moreover, this is one of the few nursing studies on this concept in Jordan specifically, although it was carried out in an academic setting on a sample of senior nursing students. Although it is an important concept to “organizational change,” the “organizational readiness for change” is not a commonly visited concept.…”

Section: Significance Of the Studymentioning

confidence: 99%

“…Although it is an important concept to “organizational change,” the “organizational readiness for change” is not a commonly visited concept. In Jordan, data of Amarneh were collected in 2010 from the same type of hospitals used in the current study. However, as there are many changes took place in the Jordanian healthcare system, the current researcher collected new data in 2017 to compare organizational readiness for change in governmental and private hospitals .…”

Section: Significance Of the Studymentioning

confidence: 99%

“…In Jordan, data of Amarneh were collected in 2010 from the same type of hospitals used in the current study. However, as there are many changes took place in the Jordanian healthcare system, the current researcher collected new data in 2017 to compare organizational readiness for change in governmental and private hospitals . compared organizational readiness for change based on gender, while the current researcher was interested to compare the same concept in units versus wards.…”

Section: Significance Of the Studymentioning

confidence: 99%

“…Leaders and all healthcare professionals will be more effective if they understand how to evaluate readiness for organizational change. Influencing factors must be identified and analyzed, and effective approaches for introducing and integrating change designed and implemented . Accurately assessing organizational readiness to change and planning for it will reduce resistance to change and consequently unfreeze change in the system, resulting in positive outcomes such as increasing employees' commitment to the organization…”

Section: Literature Reviewmentioning

confidence: 99%

“…Organizational readiness for change is a critical reason for the successful implementation and integration of change in healthcare settings, especially hospitals . It depends largely on its stakeholders’ readiness for change and is associated with staffing, leadership, and quality of care …”

Section: Introductionmentioning

confidence: 99%

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Nurses’ views of organizational readiness for change

Mrayyan

2019

Nurs Forum

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Background: "Organizational readiness for change" is critical to successfully managing change in healthcare organizations. Yet healthcare and nursing studies about this relatively new concept are few and lack clear criteria on what comprises "organizational readiness for change." Purpose: This study assessed organizational (hospital) readiness for change, as perceived by registered nurses in two types of hospital in Jordan. Methods: Using a quantitative research design, the researcher collected data from a convenience sample of 153 nurses from one major government hospital and one major private hospital. The response rate was 64%. Results: The lowest means, indicating unreadiness for change, were reported for the following items: having developed plans for expanding ambulatory care or enhancing continuity of care, including nurses on all committees, and involving them in policy development and strategic planning efforts. The only difference between the types of hospitals in terms of readiness for change was the use of "collaboration and multidisciplinary work": the governmental hospital was more ready than the private hospital in this regard. Implications for practice and nurse leaders: To prepare for change, nurse leaders should initiate interventions to enhance organizational readiness and facilitate the integration of change, such as continuing education courses for staff and focus on teamwork, open communication, total quality management, strategic planning, advanced nursing practice and participatory management, especially shared decisionmaking and policy development. Successful leaders support employees' creative ideas, focus on the timing of the change, and provide training on change management.

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Section: Significance Of the Studymentioning

confidence: 99%

Section: Significance Of the Studymentioning

confidence: 99%

Section: Significance Of the Studymentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Nurses’ views of organizational readiness for change

Mrayyan

2019

Nurs Forum

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Effects of organizational agility on readiness for change in nurses: A cross‐sectional study

Zeid,

Mostafa,

Zoromba

et al. 2023

International Nursing Review

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AimTo investigate the correlation between organizational agility and nurses' readiness for change.BackgroundThe paradigm of agility in a healthcare organization is a novel concept that embodies the most advantageous organizational status. However, assessing the effects of organizational agility on nurses’ readiness for change has not been previously studied.MethodsThis cross‐sectional study was conducted on 270 nurses working in a university hospital in Egypt. The study took place between January ‐ March 2022, and participation was voluntary. Data were collected using the organizational agility scale and individual readiness for change scales. Data analysis was conducted using descriptive statistics, Pearson correlation, and structured equation modeling (SEM).ResultsThe results indicated that nurses in the hospital exhibited a moderate level of agility. Nurses’ readiness for change is high. The SEM showed that organizational agility accounted for 64% of the variance in nurses’ readiness for change.ConclusionsOrganizational agility is a significant predictor of nurses’ readiness for change.Implications for nursing policymakingAs a means of ensuring that nurses are prepared for changes, nursing institutions should foster agility by instilling a vision for the future, enhancing staff capabilities, encouraging teamwork and open communication, and implementing total quality management, strategic planning, advanced nursing practice, participatory management, shared decision‐making, and policy development.

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Health Care Providers’ Perceptions of the Ministry of Health’s Organizational Readiness for Change

Almuqati

Alfaki

Alkarani

2023

Nurs. Med. J. Nursing

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Background: Whenever an organisational change is mentioned in any research context, the uncertainty concept is usually mentioned as it is or as synonymous with lack of information, ineffective communication, and/or weak feedback. Since no previous studies have investigated the organisation’s readiness to change in Saudi Arabia, this study will provide empirical evidence regarding these critical components.Purpose: The study aimed to explore how healthcare providers in the Ministry of Health perceive the ministry’s readiness to change.Methods: A descriptive cross-sectional correlational design was used for this study. Three public hospitals under the Ministry of Health were involved in recruiting 420 healthcare providers using a convenient quota sampling. A personal data sheet and the organisational readiness for implementing change (ORIC) scale were used for data collection. ANOVA and t-tests were used to analyze the data.Results: The total response rate was 70%. The participants in the study perceived their organisation to be highly ready to change (3.76±0.73). The organisational readiness to change perceived by nurses (3.86+0.98) was significantly greater than that perceived by physicians (3.56+0.90) and allied healthcare providers (3.61+0.92), with a p-value of 0.001. In addition, the organisational readiness to change was significantly related to the participants’ specialty, age, experience, and gender (p<0.05).Conclusion: The findings showed that participants believed that their organisation was highly ready to change. Participants’ specialty, age, experience, and gender were significantly related to organisational readiness to change. This study recommends that leaders need to be proactive in managing changes by assessing the change readiness in their organisation and setting out plans to prepare the organisation.

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Nurses’ perspectives on readiness of organizations for change: a comparative study

Cited by 5 publications

References 17 publications

Nurses’ views of organizational readiness for change

Nurses’ views of organizational readiness for change

Effects of organizational agility on readiness for change in nurses: A cross‐sectional study

Health Care Providers’ Perceptions of the Ministry of Health’s Organizational Readiness for Change

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