Results
Thirty participants of the 47 invited (64% response rate) completed the
survey. Table 1 provides a breakdown of participant characteristics by
site and overall.
<INSERT TABLE 1>
Participants from both sites scored highly on individual and group
readiness for change (Table 2). Readiness for change (individual and
collective), change self-efficacy, and affective commitment to change
were moderately to strongly correlated in a positive direction. Higher
affective commitment to change was associated with higher levels of
self-efficacy (r =.46, p<. 01) and individual readiness for
change (r=.75, p<.001). The correlation between self-efficacy
and individual change readiness was moderate in size (r =.32) but not
statistically significant (p=.08). Finally, collective readiness for
change was positively and significantly associated with higher levels of
change self-efficacy, affective commitment to change and individual
change readiness (change self-efficacy: r=.43, p =.02; affective
commitment: r=.69, p<.001; individual change readiness: r
=.39, p =.04).
<INSERT TABLE 2>
Regression analyses demonstrated that the effect of affective commitment
to change on change readiness continued to remain strong after
controlling for change self-efficacy (β = .76, p <.001),
whereas the effect of change self-efficacy became negligible after
controlling for affective commitment to change (β = -.03, p = .82).
Individual items in the fifth survey component (Table 3) indicated that
participants were aware of the change and its success measures. The
scores also indicated that most participants understood the criteria for
success, felt they had leaders that could drive the change and could get
the support they needed. Although most felt that they had sufficient
resources for change, this item had a slightly lower mean score overall
(4.8/7) and wider variation between respondents.