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Context: Gambling disorder is a significant public health problem. Despite the significant negative consequences of problem gambling, a relatively small proportion actively seek help for their issues. Aims: This study was conducted to understand the reasons why people did not seek help for gambling disorders. Settings and Design: The study was conducted at a public-funded tertiary care centre (National Drug Dependence Treatment Centre [NDDTC], Ghaziabad). The study was a cross sectional and observational design. Materials and Methods: A total of 486 subjects visiting outpatient as well as inpatient settings were screened for gambling. Fifty participants were diagnosed with gambling disorder and were included in the study. Data were collected using a structured sociodemographic pro forma, Gambling Readiness to Change Scale, Attitude toward Gambling Scale, Gambling Perceived Stigma Scale, Gambling Experiences Stigma Scale, and Barriers to Treatment Inventory. Statistical Analysis: Pearson’s product-moment coefficient and Kendall’s Tau correlation coefficients were computed. Independent sample t-test, ANOVA, Mann–Whitney U, and Kruskal–Wallis H-test were used for comparisons. Results: The study identified denial of the problem, perceived and experienced stigma, time conflict, and limited availability and accessibility of treatment facilities as significant barriers to treatment for problem gamblers. Conclusion: There exists a pressing necessity to impart comprehensive awareness, education, and training to various community stakeholders, including family members, friends, and health-care professionals. It is vital for treatment centers to proactively communicate their broader focus, encompassing not only substance and alcohol use challenges but also problems related to gambling.

This study investigates the mediating role of Readiness to Change in the relationship between job stress and flourishing among Chinese medical teachers, as well as the highest order moderation of Extraversion and Neuroticism into this relationship. The research utilized a quantitative approach, surveying a sample of Chinese Medical Education teachers (N = 500) consisted of 342 males and 158 females with an age range between 30 and 65 (M = 43.69; SD = 9.31). The average tenure in the education landscape was 12.39 years (SD = 10.91) through an online platform. The primary aim was to explore how readiness attitudes influence the well-being and work capacity of Teachers in high-stress medical teaching environments. The survey incorporated self-assessment instruments to measure job stress, Readiness to Change attitudes, levels of flourishing, and personality traits (Extraversion and Neuroticism). Statistical analyses, including mediation models, were employed to test the relationships between these variables. Preliminary findings suggest a significant mediating role of Readiness to Change into the effects of job stress on flourishing and a moderation of extraversion into this relationship. The findings also failed to support the moderation of Neuroticism into the relationships, while the Higher order moderation showed a statistical marginal value. This indicates that effective readiness attitudes may not only mitigate the negative impacts of job stress but also enhance personal well-being and professional capacity. These results hold critical implications for the development of support systems and interventions aimed at fostering resilience and adaptive skills among medical teachers. Such initiatives could potentially improve job satisfaction, mental health, and teaching effectiveness in medical education settings. The study contributes to the growing body of literature on occupational stress and coping mechanisms in the educational sector, particularly within the field of medical education.

Abstract Studies investigating motives for social networking sites (SNS) use amongst people with eating disorder (ED) symptoms are scarce. The uses and gratifications theory states that people actively select media content to gratify their individual needs and this may help to explain why individuals with eating disorder symptoms choose to expose themselves to specific media content and how they choose to respond. Some evidence exists that readiness to change may be a factor related to SNS use patterns in this population. The aim of the present study was to investigate the potential relationship between readiness to change ED cognitions/behaviors and SNS use motives in individuals with current or past ED symptoms, employing a uses and gratifications theory perspective. Participants were recruited from ED recovery websites; 103 individuals (16–55 years old) provided complete data. As hypothesized, ED symptom severity was inversely associated with readiness to change and time spent on (specific) SNS was not associated with ED symptom severity. The results of hierarchical regression analyses further suggested that if individuals felt less capable of overcoming their dysfunctional cognitions/behaviors about their body/eating (i.e., were less ready to change), they were more likely to be motivated to use SNSs for the purpose of impressing others and reputation management. The clinical implication is that high amounts of SNS use may not necessarily be harmful for people with EDs or recovering from EDs, whereas using SNSs for the purposes of impression management could potentially be related to being less ready to recover.

This study’s objective is to examine the impact of employee innovativeness, readiness to change, employee creativity, and learning capability on the financial performance of private banks in Bangladesh. The study involved 334 bank employees from three prominent private banks in Bangladesh. Those banks were selected with better ratings by the central bank and have several branches across the country. First, branch managers were contacted about this study and collected employee emails from each branch information desk. Then, email invitations were sent to each employee of the selected bank branches. This study involved branch managers, senior officers, officers, and junior bank executives. Past studies also considered senior and junior bank officers as they directly contribute to a bank’s performance. The study utilized a methodical questionnaire to assess the three independent variables: employee innovativeness, readiness to change, and learning capability. The dependent variable in this study was financial performance, which was assessed through key financial indicators such as profitability and sales growth over three years. SPSS was utilized to conduct hypothesis testing by considering 95% confidence interval. Correlation results show that all three independent variables were significantly correlated with the bank’s financial performance. The study’s regression results suggest that bank employees’ readiness to change (β value = 0.393) significantly impacts the bank’s financial performance, followed by employee innovativeness (β value = 0.338). On the other hand, employees’ learning capability (β value = 0.202) has the least significant impact on financial performance. Moreover, three independent variables explain 42.9% variance in bank financial performance.

Abstract This study aimed to examine the effect of quantum management skills on readiness for change with the mediating role of organizational agility. The current study was done by descriptive correlatiove research method. The statistical population of the study consisted of all employees of Zahedan Islamic Azad University (n=294). Using the Cochran formula, the sample size of 200 people was calculated and the applied sampling method was simple random. Azimi sanavi and Razavi Quantum Management Questionnaire (2011)was used for data collection; Sharifi & Young (2000) for Organizational Agility; and Dunham et al, (1989) for Readiness for Change questionnaire. The content validity of the questionnaire was confirmed. The reliability of the questionnaires was estimated based on Cronbach's coefficient as 0.881, 0.887, and 0.753, respectively. The data obtained from the questionnaires were analyzed at two levels of descriptive and inferential statistics, including Pearson's correlation coefficient test and structural equation modeling through Spss23 and Lisrel8.8 software. The findings obtained from the structural equation model showed that the standard coefficient between quantum management on readiness for change (0.19), quantum management on organizational agility (0.58), as well as readiness for change and organizational agility (0.64) and the indirect effect of quantum management on change readiness (0.47) were significant. Extended abstract Introduction Today's organizations, especially educational ons, are trying to surpass their competitors in terms of rapid and increasing developments. Organizations should consider many factors to achieve their goals. Therefore, managers should apply a management method with the highest efficiency for the organization. The thinkers of management science believe that managers in the 21st century should use new management methods to increase the capacity of employees. One of these types of management is quantum management. Quantum management is the empowerment of employees and is also an approach to improve the capabilities, powers, and effectiveness of managers and especially employees. Therefore, quantum management aims to increase the effectiveness and power of managers and employees of the organization. The concept of quantum management is an approach to improve the capabilities, powers, and effectiveness of managers and especially employees in the organization and to increase the effectiveness of managers and employees to prepare for organizational change and agility. The university is one of the most important fundamental elements for any change, transformation, and innovation; therefore, the realization of high goals, independence, and social and economic progress is provided through higher education. As a result, universities must be aware of new management features to have the necessary power to respond to changes. Theoretical Framework Quantum management was created based on the quantum paradigm in response to uncertainty in phenomena and the unpredictability of their behavior and environmental complexities, extensive and mutual interactions, and rapid and continuous changes that twenty-first-century organizations face with. Understanding quantum management creates a new perspective for understanding and managing today's organizations with the aforementioned characteristics. Quantum theory completely contradicts traditional management beliefs. This theory states that not only is the world unpredictable, but also there is not enough information to understand the current state. Readiness for change is the employees' positive views and opinions about the need for change and the positive consequences of change-related efforts for the employees and the organization (Peach et al., 2005). Readiness for change refers to the beliefs, attitudes, and conscious intentions of organizational members regarding the needed changes and the organizational capacity to successfully implement these changes. The dimensions of readiness for change in the organization are 1. Newness tolerance: it refers to the tolerance of the organization's members towards new and unexpected conditions. 2. Complexity tolerance: it refers to little, irrelevant, complex, unorganized, and sometimes conflicting or contradictory information in the organization. 3. Difficult situations tolerance: refers to the tolerance of organization members for situations with unsolvable problems in which answers are not easily obtained. Agility was introduced to the world by Yakoka Research Institute in 1991 as a strategy for organizations in the 21st century to quickly adapt to changes. Organizational agility is the ability to quickly respond to changes in the environment. Organizational agility is an organizational capability that managers of educational organizations should take it seriously to achieve organizational goals. Organizational agility has also the components of innovation, responsibility, speed in work, low complexity, high quality, flexibility, and readiness to react to changes, and is also very resistant to environmental problems and challenges. Research Methodology This research is applicable in terms of purpose, and descriptive correlative of structural equation modeling in terms of method. The statistical population includes all the employees of Zahedan Azad University, including 294 people (124 women and 170 men). Morgan's Table was used to determine the sample size, and 165 people were selected by simple random sampling. Three questionnaires were used to collect information. Quantum Management Skill Questionnaire: Azimi Sanavi and Razavi's Quantum Management Skill Questionnaire (Azimi Sanavi & Razavi, 2014) were used in seven dimensions; Quantum thinking, quantum trust, quantum action, quantum vision, quantum feeling, quantum knowledge and quantum existence; and 34 items to measure quantum management skills. This questionnaire was based on a Likert scale (from never to completely agree). Organizational Agility Questionnaire: Sharifi and Yang's Organizational Agility Questionnaire (Sharifi Yang, 2000) has been used in four dimensions of speed, competence, flexibility, and responsiveness; and 28 items with 5 options of the Likert type (from never to completely agree) to measure organizational agility Readiness for Change Questionnaire: Dunham et al's Readiness for Change Questionnaire (1989) was used in three dimensions of cognition towards change, emotional reaction to change, and behavioral tendency to change; and in 18 items to measure readiness for change. The questionnaire's validity of the current research is of the content type that was confirmed by the supervisor and the expert professors of educational management at Zahedan universities. To estimate the reliability coefficient of the questionnaires used in this research, 30 copies were first given to the subjects. According to Cronbach's alpha, its results were obtained 0.881 for the quantum management skill questionnaire, 0.811 for the organizational agility questionnaire, and 0.753 for the readiness for change questionnaire. These reliability coefficient values indicate the relatively good reliability of these questionnaires. In addition, Pearson's correlation coefficient and structural equation model were used to analyze the data. Calculations were carried out by spss23 and Lisrel8.8 software. Results According to correlation analysis, the relationship between quantum management and organizational agility (0.329), quantum management and readiness for change (0.826), and organizational agility and readiness for change (0.326) are positive and significant at the level of 0.01. The fit indices of the model were first calculated to examine the research model. The values of the model fit indices have a good fit. In addition, the data analysis showed that the significant numbers (t) between quantum management and readiness for change are 6.37, quantum management and organizational agility are 5.07, and readiness for change and organizational agility are 3.30. Since these values are greater than 1.96, the impact of quantum management and readiness for change, quantum management and organizational agility, and readiness for change and organizational agility are significant. In the corresponding figure, the standard coefficient between quantum management and readiness for change is 0.19, quantum management and organizational agility is 0.58, and readiness for change and organizational agility is 0.64. In addition, the indirect effect of quantum management on readiness for change (0.47) is significant. Since this effect impacts readiness for change through organizational agility, the mediating role of this variable in relation to quantum management on readiness for change is confirmed. Discussion and conclusion This research was carried out to investigate the effect of quantum management skills on readiness for change with the mediating role of organizational agility of Zahedan Islamic Azad University employees. Quantum skills in management try to use the laws, concepts, and principles of quantum theory in the form of metaphor and guidance to solve management problems and describe and explain organizational phenomena. The environment of today's organizations, especially higher education, values agility, innovation, change, vitality, and quality to succeed and increase employee productivity, which are all signs of quantum management. Therefore, having senior management with the necessary knowledge and skills, effective planning, leadership, and quantum culture is necessary to transfer from classical management to successful quantum management in the organization. The research findings regarding the first research hypothesis showed that the components of quantum management directly and significantly affect the readiness for change employees (0.19). The research findings regarding the second research hypothesis showed that quantum management components directly and significantly affect organizational agility (0.53). The research findings regarding the third research hypothesis showed that readiness for change directly and significantly affects organizational agility (0.64). Finally, the results obtained from the fourth research hypothesis showed that quantum management indirectly and significantly affects (0.47) readiness for change. According to the findings, the following suggestions are made to improve organizational agility, strengthen quantum management skills, and provide a context for change in university employees. University managers should not be afraid and have a high tolerance for ambiguity to change purposefully to be innovative and face unknown phenomena. University managers can increase employees’ adaptability to changes by creating an atmosphere of optimism and risk-taking among them, which will lead to the acceptance of change and transformation. Managers should also make the most of their knowledge capital and learning ability by using quantum management skills and applying a new and innovative scientific approach in organizations and pave the way to achieve agility by emphasizing efficient and effective policies and programs. According to the changes and developments that have been created in organizational management, faculty members should always be encouraged to learn new and updated skills to achieve an appropriate level of hardware and software technologies in the university. In this regard, they can use new and diverse methods to provide educational and research services with the necessary quality to increase satisfaction and agility. University managers can use innovative and new methods based on the ability of the employees to deal with the turbulent organizational environment and solve problems. The research limitation is limiting the statistical community of the research to the employees of Zahedan Azad University and the inability to generalize the results to other universities.

Orientation: Organisations must continually adapt to the external environment to remain competitive. However, employees often resist change because of fear and uncertainty. Research purpose: This study has two objectives. The first is determining how commitment and engagement influence employee readiness to change. The second is to identify the most significant predictor of readiness for change, using aspects of commitment and dimensions of employee engagement. Motivation for the study: Change is vital for an organisation’s survival, and employees are central to this process. Overcoming employee resistance to change is critical. By understanding the factors that influence employee readiness, organisations can better manage change and increase their chances of success. Research approach/design and method: The study involved 206 oil palm plantation employees. It employed a hierarchical regression analysis to assess the influence of commitment and engagement on employee readiness for change. Main findings: The study reveals that commitment and engagement have a significant impact on employee readiness for change. Employees who demonstrate higher levels of commitment and engagement are more likely to be prepared for and open to change. Practical/managerial implications: The study findings provide practical insights for organisations aiming to implement successful change initiatives. Encouraging change, creating a climate of readiness, and addressing resistance are essential components of effective change management. Contribution/value-add: This research contributes valuable insights into the dynamics of employee readiness for change in organisations. Prepared employees are more likely to view change as a challenge, rather than an obstacle, which is a significant value-add in organisational change.

Challenging times have put organizations in a perilous and chaotic state that demands immediate resolution and calls for effective leadership to help navigate out of the crisis. In this context, we focused on psychosocial safety climate theory to investigate the influence of adaptive leadership on safety citizenship behaviors by looking at the mediating effect of readiness to change and the moderating impact of psychosocial safety climate and proactive personality, particularly in the Pakistani healthcare sector. To test the hypotheses, the data were collected from 397 employees working in the healthcare sector of Pakistan at two different times. The results of this study supported the model. The moderated path analysis revealed that psychosocial safety climate strengthens the direct effect of adaptive leadership on readiness to change, whereas the moderating impact of a proactive personality also strengthens the relationship between readiness to change and safety citizenship behaviors. Similarly, both moderators significantly moderated the indirect impact of adaptive leadership on safety citizenship behaviors via readiness to change. To conclude, the present study has significant implications for organizations and practitioners in both steady and uncertain environments.

AbstractOrganizational change is an inherent challenge that necessitates effective and appropriate management. The presence of human resources plays a pivotal role in the success of organizational change inside a business. Adapting and embracing change is crucial in effectively navigating and managing any change process. The present study examines the impact of psychological capital, perceived organizational support, and work engagement on predicting lecturer readiness to change. A convenience sampling method was employed to select 342 lecturers from private universities in Indonesia for this research. The data processing method uses SEM AMOS. The study results prove that psychological capital, organizational support, and work engagement can increase readiness to change. Then, work engagement can mediate the effect of psychological capital and organizational support on readiness to change. This research provides theoretical implications that work engagement can be an intermediary in increasing readiness for change, which is rarely studied. Furthermore, this study provides managerial implications and recommendations for further research.

Background: Non-suicidal self-injury (NSSI) typically begins during adolescence and the process of treatment and recovery can be challenging. We examine NSSI through the lens of the Transtheoretical Model of Change, a framework that views the process of change as five stages, with differing degrees of readiness to change. Methods: Thirty participants, both adolescents and young adults (14 to 35 years), were recruited from a tertiary care neuropsychiatric hospital. The participants were predominantly female and had self-injured at least once in the last year. They completed the Inventory of Statements about Self Injury, the University of Rhode Island Change Assessment and the Reasons to Stop Self-Injury Questionnaire. Results: Seventy-three percent were in the contemplation stage with respect to their readiness to change, while the rest were in the pre-contemplation stage. Participants endorsed a range of vulnerability and resilience related reasons to stop injuring; reasons related to self-efficacy, the addictive nature of NSSI, self-efficacy and impact on interpersonal relationships were prominent levers for the recovery process. Preliminary trends indicated that participants in the contemplation stage endorsed reasons to stop self-injuring more strongly than those in pre-contemplation. Conclusion: The findings carry implications for assessment, the amplification of reasons for recovery and individualized interventions to support the recovery process with individuals who engage in NSSI.

The government's policies on the COVID-19 pandemic have begun to loosen, notably in the education sector.This policy, however, will alter when Covid-19 cases emerge, particularly in Malang City. Covid-19 cases have decreased and a face-to-face learning strategy has been introduced, but this has altered because Covid-19 cases have risen again and have penetrated school clusters, thus some schools have begun with online learning. This study examines the effect of working from home on performance as a result of a new working environment and several policy changes to determine whether it has an impact and an effect on performance. The study then investigates the impact of working from home on change readiness, where changes in work patterns force workers to adapt to technology and become entirely online. Furthermore, given the work imbalance, work-life balance is being researched as a mediating variable by concentrating on activities outside of work that will have an impact on performance. This is an explanatory study that takes a quantitative approach. The results of the data were obtained by distributing questionnaires as primary data, and the respondents of this study were teachers in Malang city. The path analysis tool employed SmartPLS 3.0 software. The findings revealed that work from home has no effect on performance, work from home has no effect on work-life balance, work-life balance has no effect on performance, work from home has an effect on readiness to change, and readiness to change affects performance. Work-life balance does not moderate the effect of working from home on performance, but Readiness to Change does.

Introduction. In Poland, persons found to have committed a crime may serve their sentence in the electronic supervision system (ESS). Therefore, publications in this field appear on the publishing market, most often are in the mainstream of legal considerations. However, there is a lack of research reports involving people who can share their experiences of serving a sentence in this way. The aim of the research is to indicate selected conditions of readiness to change in prisoners who have been subject to ESS in the past. Materials and methods. The study was conducted in 2019 in 8 penitentiary units among 229 inmates. The diagnostic survey method and two research tools were used: the Readiness to Change Questionnaire and the Resilience Measurement Scale. In order to answer the formulated research problems, the following were used: descriptive statistics, r-Pearson correlation, Student's t-test and regression. Results. People participating in the study obtained a result indicating their high readiness to change and moderate resilience. Persons who have never served their sentence in ESS rated their ingenuity higher than inmates who have had personal experience with it. In the group of prisoners who were in ESS in the past, it was found that the longer they were subject to ESS, the lower their readiness to change was. Moreover, the more inmates who have not experienced the effects of ESS tolerate their failures, the more readily they are to change. The older they are, the less they are ready to change. Implications. In practice, it is worth conducting more studies with the participation of people who were subject to electronic supervision in order to identify predictors of their readiness to change. Ultimately, it is about indicating as many factors as possible conditioning the process of social readaptation of inmates, which should be taken into account at the level of ESS adjudication, striving to increase the effectiveness of serving a sentence in it.

Abstract The purpose of this study was to look into the impact of change leadership on employee readiness to change in a few public organizations in Ethiopia's Amhara national regional state. The study's population consists of 2546 employees from eight public organizations that had begun implementing various change initiatives. Quantitative survey method was applied to conduct this study. A total of 514 employees were chosen for the survey using a simple random sampling technique. The measurement instruments' reliability and validity were tested using exploratory and confirmatory factor analysis methods. The data were analyzed, and the hypotheses were tested using structural equation modeling method. Change leadership and organizational culture, as well as organizational culture and employee readiness to change, were found to have a significant relationship. However, change leadership has no direct effect on employees' readiness to change, and organizational culture does not affect the relationship between change leadership and employee readiness to change. The study will add knowledge and provide a base for future research.

The COVID-19 pandemic has resulted in various problems in almost all aspects of life, one of which is education. As one of the educational institutions, universities have finally implemented distance learning to reduce the spread of the virus on campus. However, this policy can also cause several new problems for students, including unpreparedness and boredom when implementing distance learning. This study aimed to determine the effect of readiness to change on university students’ academic burnout and to prove that religious coping as an internal resource can strengthen its influence. This research used quantitative research, especially correlational research design, using a hierarchical regression test to compare the results of the effect with and without the moderating variable. The sampling technique used in this study was a non-probability sampling with an accidental sampling technique in which it was obtained 300 active university students from the provinces of DKI Jakarta, West Java, and Yogyakarta. The results of the analysis showed that readiness to change could explain the academic burnout variance by 27%. Religious coping can be a moderator and strengthen the effect of readiness to change on academic burnout with a beta coefficient of -.003, which means an increase in one readiness to change score and religious coping can reduce academic burnout by 3%.

Background: Pediatric overweight/obesity is a major health problem worldwide. Accurate parental perception of children's weight status is crucial in preventing and tackling this issue. Despite the consistent increase in prevalence of the childhood obesity in Saudi Arabia, the role of the parents is not well described. This study aims to explore Saudi parents' readiness to change the lifestyle of their overweight/obese children and the barriers facing it. Individuals and Methods: Through a cross-sectional design, 362 parents of overweight/obese children attending King Abdulla Specialized Children's Hospital were selected and requested to fill a predesigned questionnaire reflecting their perception about their children's weight status and their preparedness to change their lifestyle. A Chi-square test was used to verify significance. A P value of

Introduction: Readiness to change is a key component of substance use behavioral change; yet little is known about readiness to change among justice-involved young adults. This study 1) describes readiness to change alcohol and drug use and 2) examines predictors of readiness to change alcohol and drug use among justice-involved young adults. Method: Justice-involved young adults (18–24 years; n = 137) who were positive on a validated alcohol and/or drug screening tool completed an interview assessing substance use, readiness to change, and reasons to quit. A multivariable linear regression model examined whether reasons to change and substance use severity, and interactions between these, predicted readiness. Results: More than half of participants were contemplating or had decided to quit/cut down substance use. Personal reasons to quit were positively related to readiness to change; interpersonal reasons were negatively associated. Conclusions: This study contributes information needed to design motivational interventions for substance use among justice-involved young adults. Personal reasons to quit using drugs are a potential intervention target.

The global competition in this era requires readiness, in particlar in this Covid-19 pandemic condition that is still surging in the world, including in Indonesia health sector. This study aimed to measure the effect of transformational leadership on employees’ performance of the employee of a hospital in Indonesia. Survey was done in one of the bussiets hosptial in greater Jakarta area using simple random sampling technique and the returned and valid questionnaire results were 154 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that transformational leadership have not significant effect on the employees’ performance, but transformational leadership have a positive and significant effect on readiness to change. Findings aslo revealed that readiness to change have a positive and significant effect on relationship between transformational leadership and employees’ performance. This study also confrimed that readiness to change as fully mediator. This new research proposed a model for building employees’ performance among the employee of a hospital in Indonesia through enhancing transformational leadership practice with readiness to change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0.

This study aims to determine the relationship between self-confidence and multitasking abilities with readiness to change among students. This study used a quantitative correlational method. The total number of 30 members of Psychology Student Association in Universitas Negeri Surabaya was recruited. Data were collected using three instruments, namely self-confidence, multitasking ability, and readiness to change scales. Data were analyzed using a multiple linear regression technique with the help of SPSS 24.0 for windows program. The statistical analysis results showed that the hypothesis of this study is approved. It can be concluded that there is a positive relationship of self-confidence and multitasking ability with readiness to change among subjects. Keywords: Self-confidence, multitasking ability, readiness to change, students. Abstrak: Penelitian ini bertujuan untuk mengetahui hubungan antara kepercayaan diri dan kemampuan multitasking dengan readiness to change pada mahasiswa. Penelitian ini menggunakan metode penelitian kuantitatif korelasional. Seluruh 30 mahasiswa pengurus Himpunan Mahasiswa Psikologi Universitas Negeri Surabaya direkrut secara purposif. Instrumen penelitian yang digunakan adalah skala kepercayaan diri dan kemampuan multitasking dengan readiness to change. Analisis data yang digunakan adalah teknik regresi linier berganda dengan bantuan program SPSS 24.0 for windows. Hasil penelitian menunjukkan hipotesis penelitian ini diterima. Studi ini menyimpulkan bahwa terdapat hubungan signifikan yang bersifat positif antara kepercayaan diri dan kemampuan multitasking dengan readiness to change pada subjek.

Creating a trauma-sensitive classroom requires a shift in perspective from viewing a student’s problematic behavior as a function of poor character to considering it contextually. However, a trauma-sensitive perspective may be insufficient for school staff to implement trauma-sensitive practices. Theoretically, motivation, or readiness to change (R2C), is needed to adopt any new behavior. Therefore, the purpose of this study was to examine the role of R2C in the relation between attitudes related to trauma-informed care (ARTIC) and the adoption of trauma-sensitive practices in a school setting. The targeted elementary school primarily serves Black students (83%), living below the federal poverty line. All staff attended an in-service training about trauma-sensitive schools (TSS), in which trauma-sensitive strategies were modeled, and student-friendly, emotional regulation materials were provided. Teachers and staff (n = 40) were assessed one year after receiving the TSS training. Participants reported their ARTIC, R2C, and trauma-informed strategy adoption. Using PROCESS Model 4, R2C fully mediated the relation between ARTIC and reported use of specific trauma-sensitive classroom strategies (β = 0.19, bootstrapped SE = 0.12, 95% LLCI = 0.04, 95% ULCI = 0.49). Facilitating R2C is essential when implementing trauma-sensitive school strategies. System-wide policies that may help promote the uptake of trauma-sensitive practices are described.

Abstract Background Amid the current burden of non-communicable (NCD) diseases in Malaysia, there is a growing demand for more efficient service delivery of primary healthcare. A complex intervention is proposed to improve NCD management in Malaysia. This exploratory study aimed to assess primary healthcare providers’ receptiveness towards change prior to implementation of the proposed complex intervention. Method This study was conducted using an exploratory qualitative approach on purposely selected healthcare providers at primary healthcare clinics. Twenty focus group discussions and three in-depth interviews were conducted using a semi-structured interview guide. Consent was obtained prior to interviews and for audio-recordings. Interviews were transcribed verbatim and thematically analysed, guided by the Consolidated Framework for Implementation Research (CFIR), a framework comprised of five major domains promoting implementation theory development and verification across multiple contexts. Results The study revealed via CFIR that most primary healthcare providers were receptive towards any proposed changes or intervention for the betterment of NCD care management. However, many challenges were outlined across four CFIR domains—intervention characteristics, outer setting, inner setting, and individual characteristics—that included perceived barriers to implementation. Perception of issues that triggered proposed changes reflected the current situation, including existing facilitating aspects that can support the implementation of any future intervention. The importance of strengthening the primary healthcare delivery system was also expressed. Conclusion Understanding existing situations faced at the primary healthcare setting is imperative prior to implementation of any intervention. Healthcare providers’ receptiveness to change was explored, and using CFIR framework, challenges or perceived barriers among healthcare providers were identified. CFIR was able to outline the clinics’ setting, individual behaviour and external agency factors that have direct impact to the organisation. These are important indicators in ensuring feasibility, effectiveness and sustainability of any intervention, as well as future scalability considerations.

Background: Craving is considered a hallmark of substance use disorder and is one of the criteria of substance use disorder. The Desires for Drug Questionnaire (DDQ) is a widely used questionnaire to assess craving for heroin. This study aimed to examine the psychometric properties of the ketamine version of the DDQ (DDQ-K) and the associations between craving for ketamine as measured using the DDQ-K and clinical outcome indicators in individuals with ketamine use disorder.Methods: In total, 651 individuals with ketamine use disorder completed the DDQ-K and the Visual Analog Craving Scale (VACS). Demographic data, severity of ketamine use, money spent on ketamine, positive/negative aspects of ketamine use, and readiness to change ketamine use were also recorded. We examined the reliability (internal consistency), construct validity (factor structure), and concurrent validity of the DDQ-K. Multiple regression analysis was used to examine the relationships of craving measured using the DDQ-K with clinical outcome indicators, including money spent on ketamine, severity of ketamine use, positive/negative aspects of ketamine use, and readiness to change ketamine use.Results: The original three-factor model of the DDQ-K was acceptable for use in individuals with ketamine use disorder according to confirmatory factor analysis. The subscales of Desire and Intention and Negative Reinforcement of the DDQ-K, but not the subscale of Control, were of acceptable concurrent validity. The score on the Desire and Intention subscale was positively associated with the level of ketamine dependence, money spent on ketamine use, and positive/negative aspects of ketamine use and negatively associated with readiness to change ketamine use.Conclusion: This study supported the use of the Desire and Intention and Negative Reinforcement subscales of the DDQ-K to assess craving in patients with ketamine use.

Purpose: This study aims to describe and analyze the relationship between readiness to change and agile leadership on the dynamic capabilities of SMEs. Furthermore, this study also examines the effect of dynamic capabilities in strengthening the digital ecosystem of SMEs. Design/methodology/approach: The data used in the study are collected from 250 SMEs through structured questionnaires. This study analyzes three hypotheses using structural equation modeling. Findings: The results of the study show that readiness to change and agile leadership can improve the dynamic capabilities of SMEs. The improved dynamic capabilities of SMEs are proven to be able to strengthen the digital ecosystem in SMEs. The results of this study are expected to contribute to SMEs in strengthening the growth of the digital economy in Indonesia. Research limitations/implications: This research has several limitation aspects, the research design is cross-sectional, and the research design cannot ensure that the causal relationship is specified in the hypothesis; in fact, the results tend to be consistent with theoretical reasoning. This study analyzes dynamic capabilities, a more specific approach may be needed to be able to fully utilize each process for the realization of a digital ecosystem. Another limitation, this study only examines the direct effect between a penchant for change and agile leadership on the capabilities of SMEs. Then test the direct influence between dynamic capabilities on the realization of a digital ecosystem. Practical Implications: The implication of the results of this research for management is as a literature on efforts to strengthen the digital ecosystem for SMEs through dynamic capabilities formed fro readiness to change and agile leadership. SME entrepreneurs must realize that change is a necessity along with the development of society and technology so that readiness to change becomes veri important. Besides, SME entrepreneurs are also required to have an agile leadership spirit so that they can guide and influence their team in achieving targets and solving problems properly. Originality/value: This study focuses on change readiness and agile leadership in relation to the dynamic capabilities of SMEs that can ultimately shape digital ecosystems. the results of this study provide additional empirical evidence for areas of research where there are few studies exist.

Purpose: This study aims to describe and analyze the relationship between readiness to change and agile leadership on the dynamic capabilities of SMEs. Furthermore, this study also examines the effect of dynamic capabilities in strengthening the digital ecosystem of SMEs. Design/methodology/approach: The data used in the study are collected from 250 SMEs through structured questionnaires. This study analyzes three hypotheses using structural equation modeling. Findings: The results of the study show that readiness to change and agile leadership can improve the dynamic capabilities of SMEs. The improved dynamic capabilities of SMEs are proven to be able to strengthen the digital ecosystem in SMEs. The results of this study are expected to contribute to SMEs in strengthening the growth of the digital economy in Indonesia. Research limitations/implications: This research has several limitation aspects, the research design is cross-sectional, and the research design cannot ensure that the causal relationship is specified in the hypothesis; in fact, the results tend to be consistent with theoretical reasoning. This study analyzes dynamic capabilities, a more specific approach may be needed to be able to fully utilize each process for the realization of a digital ecosystem. Another limitation, this study only examines the direct effect between a penchant for change and agile leadership on the capabilities of SMEs. Then test the direct influence between dynamic capabilities on the realization of a digital ecosystem. Practical Implications: The implication of the results of this research for management is as a literature on efforts to strengthen the digital ecosystem for SMEs through dynamic capabilities formed fro readiness to change and agile leadership. SME entrepreneurs must realize that change is a necessity along with the development of society and technology so that readiness to change becomes veri important. Besides, SME entrepreneurs are also required to have an agile leadership spirit so that they can guide and influence their team in achieving targets and solving problems properly. Originality/value: This study focuses on change readiness and agile leadership in relation to the dynamic capabilities of SMEs that can ultimately shape digital ecosystems. the results of this study provide additional empirical evidence for areas of research where there are few studies exist.

Overweight and obesity among children and adolescents are global problems of our time. Due to their authority and role modeling, parents play an essential part in the efficacy of prevention and intervention programs. This study assessed the barriers that parents of overweight/obese children face in preventive and interventional health care utilization. Sixteen parents were qualitatively interviewed. A content analysis was performed, and barriers to change were allocated to their stage of change according to the transtheoretical model. Among the main barriers is the underestimation of health risks caused by overweight/obesity in association with diminished problem awareness. Parents seem not necessarily in need of theoretical knowledge for prevention and interventions. They do however need support in evaluating the weight status of their child and the knowledge of whom to turn to for help as well as specific and hands-on possibilities for change. The results extend past studies by adding specific barriers to change that parents commonly experience. Possibilities to address these barriers, e.g., through trainings at the pediatric practice or adoption of conversation techniques, are discussed. Future studies might identify subgroups experiencing specific barriers and thus be able to address these in an individualized way.

Patients with anorexia nervosa (AN) are frequently characterized by an unstable readiness to change and high ambivalence toward treatment. Enhancing readiness to behavioral change therefore plays an essential role for adherence to treatment especially for severely ill patients treated in inpatient settings. Therefore, a novel 10 week program for the individual psychotherapy sessions was designed using elements from motivational interviewing to be applied within the multidisciplinary inpatient treatment for patients with AN. In a randomized controlled pilot trial, N = 22 patients with AN received either the new intervention or treatment as usual in one of two recruiting university hospitals. Readiness to change, eating disorder pathology, therapeutic alliance as well as acceptance and feasibility of the new intervention were measured from patients and therapists in week 1, 5, and 10 of inpatient treatment. Results confirm acceptance and feasibility of the MANNA intervention as evaluated by patients as well as therapists. Patients receiving the new intervention completed their inpatient treatment significantly more often on regular terms than patients receiving treatment as usual. No differences between the groups could be found concerning therapeutic alliance during and at the end of treatment and readiness to change. Absolute numbers of BMI increase indicate a larger increase in the intervention group albeit not significant in this pilot study sample. Limitations of the study such as the small sample size as well as possible adaptions and advancements of the intervention that need to be examined in a larger clinical trial of efficacy are discussed. This phase II study is registered with the German Clinical Trials Register (DRKS) under the trial number DRKS00015639.

Handwashing is important in preventing infectious diseases like COVID-19. The current public health emergency has required rapid implementation of increased handwashing in the general public; however, rapidly changing health behavior, especially on this scale, is difficult. This study considers attitudes and affective responses to handwashing as possible factors predicting COVID-19 related changes to handwashing behavior, future intentions, and readiness to change during the early stages of the pandemic in the United States. Income was explored as a potential moderator to these relationships. To explore these issues, data from 344 community participants were analyzed. Results indicate that stronger affective responses toward handwashing relate to increases in handwashing since the outbreak of COVID-19, and both attitudes and affect uniquely predict handwashing intentions. Income significantly moderated the relationship between affect and readiness to change. Those with low income were more influenced by both affective responses and attitudes. These results suggest messages targeting both cognitions and affective responses are needed to increase the handwashing behavior during a global pandemic and these variables are critical in increasing readiness to change in low-income individuals.

Background: Female genital cutting (FGC), which poses risks to the health of girls, has proved remarkably persistent in many communities in Africa, despite decades of efforts to discourage it. The social coordination norm model of FGC attributes this persistence to high social costs for uncut women, such as exclusion from marriage markets or social support networks. Objective/methods: To test the social coordination model of FGC decision-making in Senegambia, we examined variation in FGC across communities, attitudes toward FGC, and how attitudes affected readiness to change (abandon) FGC. We used an ethnographically-grounded survey to assess valuation of FGC and readiness to change FGC. We used factor analysis to identify constructs in valuation of FGC and logistic regression models to evaluate hypothesized predictors of cut status and readiness to change FGC drawn from the social coordination norm model. Results: 1220 women with at least one daughter completed the survey; FGC valuation and readiness to change were characterized in 820 of these women. Findings were generally consistent with the social coordination norm hypothesis: Both locality and ethnicity were associated with cut status, and the prevalence of cutting across communities clustered at high and low levels. Factor analysis identified two distinct concerns in valuation of FGC—social advantages and health costs—and these were distributed differently for cut and uncut women, reflecting distinct normative schema. Further, readiness to change FGC differed in predicted ways with valuation of FGC. Conclusions: These findings support the social coordination norm model, and reveal distinct normative schema among cut and uncut women. Furthermore, our findings point to a dynamic reassessment of social benefits and health costs underlying FGC decision-making and readiness to change FGC. The reappraisal of social benefits may be an unrecognized opportunity for programs aiming to discourage FGC.

At present, the dominant motivational strategy to facilitate behavior change among those living with addiction is to focus one’s attention on the better possible future that may result from cutting down or cessation. However, research is now emerging that suggests nostalgic reverie (i.e., sentimental longing) for life lived before addiction can also motivate behavior change. In the current research, we explore the conditions in which longing for a better future free of addiction and longing for one’s past that was free of addition might motivate change. To this end, we assessed first-person experiential narratives of problem gamblers to better understand how they feel about their past or future without gambling, and how those feelings may relate to motivation to change. Problem gamblers were randomly assigned to either write about their lived past before gambling (n = 31) or their expected future without gambling (n = 26). Each narrative was systematically examined to identify recurrent themes and cluster these narratives according to similarly expressed themes. In the past condition, participants reported their life before gambling was either positive (Cluster P1) or difficult (Cluster P2). Gamblers with a positive past described how their life, character, close relationships, and the activities they engaged in before gambling were more meaningful. Importantly, these gamblers also reported feeling more nostalgic for life without gambling and were more ready to change their behavior than gamblers with a difficult past. In the future condition, participants were either positive (Cluster F1) or ambivalent (Cluster F2) about a future free from gambling. Gamblers who expected a positive future described how they expect their emotions, finances, and the activities they will engage in to be more positive without gambling. Compared to those ambivalent about their future, these gamblers also reported a future without addiction to be more vivid and had more desire to change their behavior, but there were no between-cluster differences in readiness to change. These findings demonstrate unique differences in how gamblers perceive their past and future without gambling, and shed a novel light on how each temporal focus might motivate behavior change among those living with addiction.

Objective: To investigate the motivation to change behavior for reduce binge drinking and to abstain from alcohol. Material and Methods: The subjects of this study were 40 patients diagnosed with alcohol dependence and hospitalized in the psychiatric ward at Songklanagarind Hospital between September 2015 and January 2017. Selfadministers questionnaires consist of questions regarding general characteristics, drinking behavior, alcoholic treatment record, the contemplation ladder questionaire, and the University of Rhode Island Change Assessment Scale (URICA) questionaire. The data were analyzed using descriptive statistics and are presented as a percentage, average, and standard deviation. Results: This is a cross-sectional study. There were 40 male alcoholic patients: average age was 48.2 years; 85.0% of subjects lived with their spouse; and 45.0% were government officers; 47.5% of participants’ motivation to change behavior was in the action stage; 37.5% was in the preparation stage; 10.0% was in the contemplation stage, and 5.0% was in the pre-contemplation stage. Concerning the motivation to abstain from alcohol: 65.0% were in the contemplation stage and 35.0% in the pre-contemplation stage. Conclusion: The study found that participants’ motivation to change their behavior was in the action stage and were in the motivation to abstain from alcohol contemplation stage. The results can lead to plan an efficient treatment which the patients in action stage need a plan to relapse prevention while the patients in pre-contemplation stage need supportive motivate to change though and behavior to be in action stage.

Abstract Background Understanding motivation to change is a key issue in both the assessment and the treatment of eating disorders. Therefore, sound instruments assessing this construct are of great help to clinicians. Accordingly, the present study analysed the psychometric properties of the Anorexia Nervosa Stages of Change Questionnaire (ANSOCQ), including its relation to coping style and self-esteem. Methods N = 92 adolescents referred to an eating disorders outpatient clinic meeting criteria for anorexia nervosa gave written informed consent to participate in this study and completed the ANSOCQ, the Eating Disorder Inventory, the Eating Attitudes Test, the Body Image Questionnaire, two questionnaires measuring Self-Related Cognitions and the Coping Across Situations Questionnaire. After a treatment period of nine months, clinical anorexia nervosa diagnosis and the body mass index were re-assessed. In addition to exploratory factor analysis, correlational analysis was used to test for the convergent validity of the ANSOCQ and logistic regression analysis was used to test its predictive validity. Results The ANSOCQ had good psychometric properties. Factor analysis yielded two meaningful factors labelled as ‘weight gain and control’ and ‘attitudes and feelings’. Internal consistencies of the two factors amounted to Cronbach’s alpha = .87 and .76, respectively. Significant correlations with other scales measuring eating disorder psychopathology were indicative of meaningful construct validity. Higher motivation to change was related to higher self-esteem and a more active coping style. Higher (positive) ANSOCQ total scores predicted remission of anorexia nervosa after nine months of treatment. A higher score on ‘attitudes and feelings’ was a protective factor against drop-out from intervention. Conclusions The ANSOCQ is a clinically useful instrument for measuring motivation to change in adolescents with AN. Two factorial dimensions explain most of the variation. Self-esteem and coping style are relevant additional constructs for the understanding of the motivation to change in anorexia nervosa. Trial registration NCT02828956 . Retrospectively registered July 2016

Background The Kuwaiti drug regulatory authority (DRA) lack a structured classification system for the assessment of imported herbal medicines (HMs), which leads to ambiguity in the registration process. This study aimed to examine the policy development and implementation process in an established HM registration system (Bahrain) and harness lessons to inform recommendations for a suitable HM classification system and explore implementation readiness in Kuwait. Methods A sequential study design was chosen, with data collected in Bahrain (case 1), recommendations formed and readiness for implementation explored subsequently in Kuwait (case 2). With ethics and DRA approval in place, data sources were documentary review of regulatory policies, direct observations of HMs registration processes, and semi-structured interviews with twenty three key officials involved in the HMs registration processes. Data from all three sources were analysed thematically and findings triangulated. Results The classification policy in Bahrain was found to be based on evidence and extensive stakeholder engagement, resulting in a clear and organised HM registration process. The availability of HMs classification policies in other DRAs, officials’ dedication and teamwork, and support by higher authority, were identified as the main facilitators in policy development and successful implementation. Barriers were the diversity of HM classifications worldwide, a lack of staff and resultant workload, and lack of training. Proposed recommendations for Kuwait were to adopt a clear definition of what constituted HMs, and to introduce a Traditional Herbal Registration based on this definition and the product’s characteristics. Interviews in Kuwait showed that almost all participants were in favour of the proposed recommendations and were in support of timely implementation. Interviewees anticipated that consistency in the HM registration process would be the main benefit, increasing reviewer’s confidence in making regulatory decisions. Interviewees also identified potential challenges which may impede successful implementation, including staff shortages, resistance to change by internal and external stakeholders, and the impact of cultural and traditional ways of working. Conclusions Insights into the HM policy development and implementation process in Bahrain, and exploration of Kuwait’s readiness to implement resultant recommendations informed an effective implementation process for a well-designed HMs policy for Kuwait and other Arab countries.

Today’s organizations are operating in a highly competitive and changing environment that pushes them to continuously adapt their organizational structures to such environment. However, the success of change initiatives may face a barrier in the response of employees, especially when they lack readiness to change. While leadership can shape the culture of an organization and a culture of effectiveness can help increase employees’ readiness to change, ethical leaders, who serve as a guide and offer support, can also make a difference by reducing uncertainty. Yet existing research on the role of ethical leadership in the enhancement of the employees’ readiness to change is practically non-existent. Far less is the research that analyses the mechanisms that ethical leadership can use to foster employees’ readiness to change. This study aims to investigate whether the ethical leadership of middle–lower echelons influences on employees’ readiness to change positively (H1) and if this relationship is mediated through shaping an organizational culture of effectiveness (H2). Using data from 270 direct reports of middle–lower managers in public foreign trade Egyptian companies, the findings reveal that ethical leadership enhances employees’ readiness to change and that this impact is partially mediated by an organizational culture of effectiveness. Thus, with these findings, new light is shed on the positive role of ethical leadership and the mechanisms it uses to enhance employees’ readiness to change.

The aim of the study was to analyse the relationship between the profile of readiness to change and pro-health behaviours as well as physical activity among students of physical education and other teaching specialisation. The study was carried among a randomly selected group of teaching specialisation students (464 females and 143 males). In the research, the following were applied: Inventory of Pro-health Behaviours by Juczyński, the IPAQ and the Readiness to Change Questionnaire. Diversification in pro-health behaviours, level of physical activity and selected features of readiness to change among students of teaching specialisations was demonstrated. In the general population, along with the increase in self-confidence, passion and optimism, the level of health pro-behaviours also increased. Regardless of type of studies, there were significant positive correlations between the level of physical activity and the degree of passion, optimism and boldness. Among students of other teaching specialisations (apart from physical education), a positive relationship was also noted between physical activity and creativity. Among the students of teaching specialisations, a correlation was demonstrated between the level of pro-health behaviours and physical activity as well as the degree of selected features constituting readiness to change.

The current challenging economic climate demands, more than ever, value for money in service delivery. Every service is required to maximize positive outcomes in the most cost-effective way. To date, a smorgasbord of interventions have been designed to benefit society. Those worthy of attention have solid foundations in empirical research, offering service providers reassurance that positive outcomes are assured; many of these programmes lie within the field of education and everyday school practice. However, often even these highly supported programmes yield poor results due to poor implementation. Implementation science is the study of the components necessary to promote authentic adoption of evidence-based interventions, thereby increasing their effectiveness. Following a brief definition of key terms and theories, this article will go on to discuss why implementation is not a straightforward process. To do so, this article will draw upon examples of evidence-based but poorly implemented school programmes. Having acknowledged how good implementation positively affects sustainability, we will then look at the growing number of frameworks for practice within this field. One such framework, the Core Components Model, will be used to facilitate discussion about the processes of successful design and evaluation. This article will continue by illustrating how the quality of implementation has directly affected the sustainability of the Incredible Years programmes and the Promoting Alternative Thinking Strategies (PATHS) curriculum. Then, by analyzing implementation science, some of the challenges currently faced within this field will be highlighted and areas for further research discussed. This article will then link to the implications for educational psychologists (EPs) and will conclude that implementation science is crucial to the design and evaluation of interventions, and that the EP is in an ideal position to support sustainable positive change.

IntroductionOrganizational readiness to change may be a key determinant of implementation success and a mediator of the effectiveness of implementation interventions. If organizational readiness can be reliably and validly assessed at the outset of a change initiative, it could be used to assess the effectiveness of implementation-support activities by measuring changes in readiness factors over time.MethodsWe analyzed two waves of readiness-to-change survey data collected as part of a three-arm, randomized controlled trial to implement evidence-based health promotion practices in small worksites in low-wage industries. We measured five readiness factors: context (favorable broader conditions); change valence (valuing health promotion); information assessment (demands and resources to implement health promotion); change commitment (an intention to implement health promotion); and change efficacy (a belief in shared ability to implement health promotion). We expected commitment and efficacy to increase at intervention sites along with their self-reported effort to implement health promotion practices, termed wellness-program effort. We compared means between baseline and 15 months, and between intervention and control sites. We used linear regression to test whether intervention and control sites differed in their change-readiness scores over time.ResultsOnly context and change commitment met reliability thresholds. Change commitment declined significantly for both control (−0.39) and interventions sites (−0.29) from baseline to 15 months, while context did not change for either. Only wellness program effort at 15 months, but not at baseline, differed significantly between control and intervention sites (1.20 controls, 2.02 intervention). Regression analyses resulted in two significant differences between intervention and control sites in changes from baseline to 15 months: (1) intervention sites exhibited significantly smaller change in context scores relative to control sites over time and (2) intervention sites exhibited significantly higher changes in wellness program effort relative to control sites.DiscussionContrary to our hypothesis, change commitment declined significantly at both Healthlinks and control sites, even as wellness-program effort increased significantly at HealthLinks sites. Regression to the mean may explain the decline in change commitment. Future research needs to assess whether baseline commitment is an independent predictor of wellness-program effort or an effect modifier of the HealthLinks intervention.

Orientation: Readiness to change is a critical element for the successful implementation of organisational change. Work engagement ensures that employees are committed to the organisations’ goals and is an important driver for organisational success. It is important that organisations sustain work engagement during organisational changes. Research purpose: To investigate the relationship between readiness to change and work engagement within an accounting firm. Motivation for the study: A change process can only be implemented successfully if there is a level of readiness to change. When readiness exists, resistance to change is reduced. Engaged employees remain enthusiastic about their organisation and choose to remain with the organisation. Change agents need to consider work engagement as an integral part of the change process, that is, before, during and after change has taken place. Work engagement and readiness to change are important elements for successful organisational change. Research design, approach and method: A cross-sectional survey design was utilised to collect the data. A convenience sample of employees and top management from the accounting firm (n = 340) were included. Cronbach’s alpha coefficients, Pearson’s product-moment correlations, analysis of variance (ANOVA), Scheffé tests, confirmatory factor analysis and structural equation modelling were used to analyse the data. Main findings: Results indicated a practical and statistically significant relationship between readiness to change and work engagement. High levels of work engagement will generate high levels of readiness to change. Further to this, readiness to change is influenced by employees’ work engagement and an organisation’s change processes. Practical or managerial implications: An employee’s work engagement and an organisation’s processes of change influence an employee’s readiness to change. Therefore, organisations need to sustain work engagement and improve change processes. Contribution: The contribution of this study is that it has provided new insights into the relationships between readiness to change and work engagement in a South African context.

Background: Assessing individual’s readiness to change and targeting the intervention to the level of readiness may improve successful weight loss rates. This study aimed to assess readiness for weight loss in obese women using the trans theoretical model. Methods: A cross-sectional study was conducted on 90 volunteer apparently healthy obese women, in Ardabil, Iran. Participants completed the translated and validated University of Rhode Island Change Assessment questionnaire in their first visit. Subjects were categorized into one of the stages of change based on the highest of four z-transformed scale scores. The readiness to change score was calculated. Results: More than half of the participants were in early stages of weight loss and 24.5% were in the action stage. The readiness score in the precontemplation stage was significantly lower than the other stages, but no significant difference was observed among the contemplation, action and maintenance stages. The significant correlation was observed between the stages of change and waist-to-hip ratio (r=0.33, P

The interest in studies that improve the treatment of chemical dependence has increased before statistical growth of drugs users in Brazil. One of the theories that has most contributed in this context is the Transtheoretical Model of Change, developed by James Prochaska and collaborators in years 70. In this article, it has been made a revision of studies about the use of Transtheoretical Model utilisation in treatment for chemical dependence. It has been consulted databases Pschynfo, Web of Science, Medline and Lilacs, with the describers stages of change, substance abuse, treatment, assessment, drugs, addiction and readiness to change, between 1996 and 2006. Books and articles that couldn’t be found in the references of indexed sources have been also analyzed. From studied literature, only a small part has directly developed Transtheoretical Model in relation to illicit drugs use. Most of the studies suggests more researches in specific populations and for evaluation of others Transtheoretical Model constructs.

It is highly recommended to promptly assess motivation and readiness to change in individuals who wish to achieve significant lifestyle behavior changes in order to improve their health, overall quality of life and well-being. In particular, motivation should be assessed for those who face the difficult task to maintain weight, which implies a double challenge: weight loss initially and its management subsequently. In fact, weight-control may be as problematic as smoking or drugs-taking cessation, since they all share the commonality of being highly refractory to change behaviors. This paper will examine three well-established tools following the Trans-theoretical Model (TTM), specifically assessing readiness to change in weight management: the URICA, the S-Weight and the P-Weight and the Decisional Balance Inventory. Though their strengths and weaknesses may appear to be rather homogeneous and similar, the S-Weight and P-Weight are more efficient in assessing readiness to change in weight management and control. Assessing motivation and readiness to change may be a crucial step in promptly identifying psychological obstacles or resistance towards weight-management in overweight or obese hospitalised individuals, and it may contribute to provide a more effective weight-control treatment intervention.

Abstract Background Telemedicine technology can improve care to patients in rural and medically underserved communities yet adoption has been slow. The objective of this study was to study organizational readiness to participate in an academic-community hospital partnership including clinician education and telemedicine outreach focused on sepsis and trauma care in underserved, rural hospitals. Methods This is a multi-method, observational case study. Participants included staff from 4 participating rural South Carolina hospitals. Using a readiness-for-change model, we evaluated 5 general domains and the related factors or topics of organizational context via key informant interviews (n=23) with hospital leadership and staff, compared these to data from hospital staff surveys (n=86) and triangulated data with investigators’ observational reports. Survey items were grouped into 4 categories (based on content and fit with conceptual model) and scored, allowing regression analyses for inferential comparisons to assess factors related to receptivity toward the telemedicine innovation. Results General agreement existed on the need for the intervention and feasibility of implementation. Previous experience with a telemedicine program appeared pivotal to enthusiasm. Perception of need, task demands and resource need explained nearly 50% of variation in receptivity. Little correlation emerged with hospital or ED leadership culture and support. However qualitative data and investigator observations about communication and differing support among disciplines and between staff and leadership could be important to actual implementation. Conclusions A mixed methods approach proved useful in assessing organizational readiness for change in small organizations. Further research on variable operational definitions, potential influential factors, appropriate and feasible methods and valid instruments for such research are needed.

Abstract Background Visual analog scales (VAS) are sometimes used to assess change constructs that are often considered critical for change. Aims of Study: 1.) To determine the association of readiness to change, importance of changing and confidence in ability to change alcohol and tobacco use at baseline with the risk for drinking (more than 21 drinks per week/6 drinks or more on a single occasion more than once per month) and smoking (one or more cigarettes per day) six months later. 2.) To determine the association of readiness, importance and confidence with alcohol (number of drinks/week, number of binge drinking episodes/month) and tobacco (number of cigarettes/day) use at six months. Methods This is a secondary analysis of data from a multi-substance brief intervention randomized trial. A sample of 461 Swiss young men was analyzed as a prospective cohort. Participants were assessed at baseline and six months later on alcohol and tobacco use, and at baseline on readiness to change, importance of changing and confidence in ability to change constructs, using visual analog scales ranging from 1–10 for drinking and smoking behaviors. Regression models controlling for receipt of brief intervention were employed for each change construct. The lowest level (1–4) of each scale was the reference group that was compared to the medium (5–7) and high (8–10) levels. Results Among the 377 subjects reporting unhealthy alcohol use at baseline, mean (SD) readiness, importance and confidence to change drinking scores were 3.9 (3.0), 2.7 (2.2) and 7.2 (3.0), respectively. At follow-up, 108 (29%) reported no unhealthy alcohol use. Readiness was not associated with being risk-free at follow-up, but high importance (OR 2.94; 1.15, 7.50) and high confidence (OR 2.88; 1.46, 5.68) were. Among the 255 smokers at baseline, mean readiness, importance and confidence to change smoking scores were 4.6 (2.6), 5.3 (2.6) and 5.9 (2.7), respectively. At follow-up, 13% (33) reported no longer smoking. Neither readiness nor importance was associated with being a non-smoker, whereas high confidence (OR 3.29; 1.12, 9.62) was. Conclusions High confidence in ability to change was associated with favorable outcomes for both drinking and smoking, whereas high importance was associated only with a favorable drinking outcome. This study points to the value of confidence as an important predictor of successful change for both drinking and smoking, and shows the value of importance in predicting successful changes in alcohol use. Trial registration number ISRCTN78822107

El propósito de esta investigación fue identificar la asociación entre la autoeficacia percibida y la disposición al cambio y su relación con la realización de actividad física. Participaron 199 estudiantes universitarios elegidos aleatoriamente. Se aplicaron un cuestionario de Autoeficacia, un algoritmo para evaluar la Disposición al Cambio, el cuestionario General de Salud (CGS), un Cuestionario de Actividad Física y uno sobre actitud hacia ésta. Los resultados mostraron asociaciones bivariadas significativas entre la actividad física y las variables independientes. En un modelo multivariado, solamente la etapa de cambio se asoció significativamente con la actividad física. Se concluye que la disposición al cambio es la variable más relevante en la asociación con la actividad física auto-reportada.