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Background: There is considerable interest in identifying factors that predict outcome from psychological treatment. This review examines the relationship between readiness / stage of change at entry to CBT treatment and treatment attendance or outcome in people with mental health problems other than addiction. Methods: Four databases: PsycINFO; MEDLINE; Embase and CINAHL were searched to identify relevant studies published in English from 1st January 1980 onwards. Following title and abstract screening, and full text review of potentially eligible studies, a total of 22 eligible studies were identified, of which 21 were included in the narrative synthesis. The review was registered on PROSPERO REF: CRD42020209173. Results: Nineteen studies explored the relationship between readiness and symptom outcome, with a majority (n = 13) identifying at least one statistically significant relationship between variables, either directly or in interaction with another measure. A number of these also tested other associations which were non-significant. In contrast, five studies explored the association between readiness and treatment attendance, and findings were inconclusive. Conclusions: The systematic review found some evidence suggesting that readiness is linked to symptom outcome in CBT, regardless of the type of clinical problem or readiness measure used. The studies adopting an RCT design identified no evidence of differences in the relationship between readiness and outcome when comparing CBT to other psychotherapeutic interventions. Study quality was variable, and a range of methodological limitations and potential avenues for future work are discussed. [ABSTRACT FROM AUTHOR]

AbstractBackgroundMethodsResultsConclusionMotivation and readiness to change are critical first steps in preventing relapse into substance dependence. Therefore, examining their antecedents is essential for effective therapeutic interventions. This study aimed to investigate the relationship between self-compassion, mindfulness, striving to compensate for inferiority, and readiness to change in individuals with substance abuse.A cross-sectional correlational study design using structural equation modeling was employed. A total of 305 individuals with substance abuse, referred to outpatient rehabilitation centers in Ardakan City, Iran, were selected using a purposive sampling method. Data were collected using the Freiburg Mindfulness Questionnaire, the Striving to Avoid Inferiority Scale, the Self-Compassion Scale, and the Readiness to Change Scale. Data were then analyzed using correlation analysis and structural equation modeling.Self-compassion exhibited a significant direct effect on striving to compensate for inferiority and readiness to change (p < 0.01). Additionally, striving to compensate for inferiority had a significant direct effect on readiness to change, while mindfulness showed a significant direct effect on self-compassion, readiness to change, and striving to compensate for inferiority (p < 0.01). Self-compassion mediated the relationship between mindfulness and readiness to change while striving to compensate for inferiority played a significant mediating role in the relationship between self-compassion, mindfulness, and readiness to change (p < 0.01).These findings suggest that enhancing self-compassion, mindfulness, and striving to compensate for inferiority can significantly contribute to increasing readiness to change in individuals struggling with substance abuse. [ABSTRACT FROM AUTHOR]

There are many factors to consider when treating adolescents with psychiatric challenges, including whether they are willing and interested in participating in treatment. This study aimed to explore how treatment readiness impacts treatment experience for adolescents in psychiatric residential care who came into treatment with moderate to severe depression. All participants (N = 1,624; Mage = 15.58, SD = 1.46) were admitted to a large, multi-state psychiatric residential system between January 2020 and March 2022. Patients were 95.6% White, 99% non-Hispanic, and 64.7% identified as female. At intake, all patients were administered an assessment which includes the multi-dimensional Behavioral Health Screen (BHS) that assesses psychopathology and risk factors, a working alliance scale, depression, and well-being measures. Patients were also asked how they were admitted to the program, using a single item, multiple choice question as an informal treatment readiness measure, yielding three readiness groups: precontemplation, contemplation, or preparation. Regression analysis results indicated that patients' readiness level was associated with different baseline characteristics (e.g., age, gender, psychopathology symptoms, risk factors) and week 3 outcomes (e.g., decreased symptoms, well-being, alliance, satisfaction). The clinical implications, as well as limitations and future directions, will be discussed. [ABSTRACT FROM AUTHOR]

Social support is widely beneficial for individuals suffering from mental health disorders. Preliminary work suggests that it is influential in the treatment of obsessive-compulsive disorder (OCD), but no studies have investigated the importance of social support as it relates to readiness to change (RTC, a relevant variable in treatment-seeking populations. The present study aimed to investigate this relationship as well as broadly characterize support-seeking experiences in those with OCD. Results indicated that, on average, participants with OCD have positive experiences of sharing their symptoms, that others tend to react well to such sharing, and sharing tends to positively affect one's relationship to their diagnosis. We further found that subjective experience of sharing symptoms and internalized stigma moderately predicts RTC. This study suggests nonprofessional social support may be a practical and impactful adjunct to OCD treatment by influencing motivation to change, though future work is needed to validate this pilot study. [ABSTRACT FROM AUTHOR]

This study investigated the effects that sensory modulation-related occupational therapy interventions can have on emotional regulation in preparation for readiness to change among individuals who are incarcerated. Assessments used included the PTSD Checklist (PCL-5), University of Rhode Island Change Assessment Scale 32-item (URICA), and a semi-structured interview. Results quantitatively demonstrated emotional regulation in relation to traumatic experiences was impacted through statistically significant changes in PCL-5 scores. The change in URICA scores was minimal, yet positive. Qualitative data supported positive effects on emotional regulation and readiness to change. This project provided evidence regarding sensory modulation-related occupational therapy interventions within justice-based settings. [ABSTRACT FROM AUTHOR]

Youth (aged 12–30) are the most likely age group to experience problematic substance abuse, yet this population experiences relatively low rates of success in treatment and limited research and understanding exists regarding "client fit." This study explored how youth participation in one Canadian wilderness therapy program affects trait emotional intelligence (TEI) and readiness to change (RC) and how pretreatment client-level variables—presenting problems, sex, age, funding, digital interference in everyday life, or substance abuse severity—moderate these relationships. A case study design was engaged, and the intervention was found to produce statistically significant increases in RC but not in TEI. Relative to pretreatment client-level variables, participants who experienced interference in their everyday life due to video games or online activity before treatment had larger TEI change scores, while participants who experienced interference in their everyday life due to virtual relationships had larger changes in RC. No client-level pretreatment variables in this study significantly predicted increases in RC following wilderness therapy. [ABSTRACT FROM AUTHOR]

Pediatric overweight and obesity is a complex chronic medical condition with a multitude of contributing factors. Rates are now nearly double what they were before the COVID-19 pandemic and if the current trajectory holds it is anticipated that by 2050 one in every two US children will experience obesity before the age of thirty-five. Pediatric obesity guidelines emphasize referral to intensive health behavior and lifestyle therapy programs, but these are difficult to access. Front line providers caring for children can use a lifestyle medicine approach within the medical home to make lifestyle changes easier. Lifestyle Medicine can promote a family-oriented, weight-neutral approach by (1) Educating and equipping providers to assess readiness to change and providing high-quality motivational interviewing and lifestyle counseling, (2) Equipping patients and their families with tools involving the six lifestyle interventions to optimize health starting an early age, and (3) Offering a longitudinal uniform office approach to effectively prevent, manage and often reverse obesity and related comorbidities through healthy habit change. [ABSTRACT FROM AUTHOR]

The presence of the COVID-19 pandemic has brought about an unusual global change. The impact of COVID-19 is not only limited to the health and social sectors, but also disrupts the global economy, including the hotel industry. This study aims to determine the effect of readiness to change, technology adoption and organizational culture that affect the intention to stay on hotel employees in Indonesia. This study uses a quantitative explanatory approach, namely research based on a theory or hypothesis that will be used to test a phenomenon that occurs. The population in this study were employees working in the hotel sector in Indonesia. A total of 207 employees were used as respondents in this study based on predetermined criteria. Data collection was carried out by online survey with 5 Likert scales. The results of the study indicate that readiness to change and organizational culture have a positive effect on the intention to stay, but the application of technology has a positive but not significant effect. While organizational culture mediates the effect of readiness to change into the intention to stay, the use of technology cannot mediate the relationship both. This means that the presence or absence of technology implementation does not affect an employee to stay in the company. These findings provide practical implications for hotel managers in making managerial decisions. [ABSTRACT FROM AUTHOR]

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.

The purpose of this study is to analyze the influence of adaptive leadership, organizational climate, organizational commitment, and readiness to change on the work performance of employees of PT Wijaya Karya Bangunan Gedung Tbk both partially and simultaneously. This research uses a descriptive and verifiable approach. The sample used was 235 respondents. Sampling applied non-probability sampling techniques, techniques with purposive sampling Data was distributed using a survey method with questionnaire instruments that had previously been tested for validity and reliability with SPSS software. The data analysis method used in this study is the Structural Equation Model (SEM). The analysis using SEM was carried out with the help of the Lisrel program. The results of the study show that partially, adaptive leadership and organizational climate have a positive and significant effect on readiness to change, but organizational commitment has a negative but not significant influence. Simultaneously adaptive leadership. Organizational climate and organizational commitment have a positive and significant effect on readiness to change. Both partially and simultaneously adaptive leadership, organizational climate, organizational commitment, and readiness to change have a significant effect on employee work performance. The results of the determination test were obtained by 55%. [ABSTRACT FROM AUTHOR]

The climate emergency is increasingly looming, and its consequences on nature and human systems are increasingly severe and pervasive, as reported by the world's leading conferences and organizations on the subject. There appears to be an immediate need to adopt more sustainable behaviors in order to stem consequences that are becoming increasingly dramatic. In this regard, environmental psychology and other related disciplines have sought and still seek to understand how to translate the environmental concerns of individuals and communities into effective and efficient conservation and protection actions to contain the emergency and avoid further consequences. The contribution of psychological theories, particularly the transtheoretical model of change and the planned behavior model, appears very promising for assessing and promoting the potential for activation toward sustainability. The aim of this study was to develop a new conceptualization of the psychological construct of readiness to change (RtC) applied to sustainability issues and validated internally and externally through two separate studies (N1 = 228, N2 = 713). The sample for the two studies was recruited by distributing an anonymous online survey. For Study 1, we administered an online survey investigating basic sociodemographic characteristics and the preliminary set of 42 items of the readiness to change scale. For Study 2, the survey was composed of the following tools: a sociodemographic form, the readiness to change scale, a connectedness to nature scale, a climate change attitude survey, consumers' perceived readiness toward green products, and a pro-environmental behaviors scale. Through exploratory factor analysis and confirmatory factor analysis, 29 items were selected from an initial set of 42. The 29 items were divided and organized into seven factors (namely: perceived importance of the problem/change, motivation, self-efficacy, effectiveness of the proposed solution, social support, action and involvement, and perceived readiness). Each factor showed adequate reliability (McDonald's ω range: 0.74–0.87). Regarding external validity, the scale showed correlations—with typical to large effect sizes—with pro-environmental identity, green attitudes, sustainable intentions, and pro-environmental behaviors (PEBs) (i.e., conservation, environmental citizenship, food, transportation). Given the results obtained, we can say that the scale we constructed can infer the individual's propensity to enact PEBs, and consequently it can give input to the implementation of interventions aimed at stimulating RtC and, therefore, sustainable behaviors. In conclusion, the scale appears valid and usable for assessing the activation potential of both individuals but also at the group and community levels—the latter factor being an important contribution to scientific research, since most of the instruments used to date fail to estimate this aspect. [ABSTRACT FROM AUTHOR]

Objective: Motivation to change has been suggested to significantly impact treatment outcomes in eating disorders (EDs). This review will investigate factors associated with motivation to change in EDs with the aim of supporting clinicians to be aware and sensitive to factors that might obstruct recovery and to inform motivation‐based interventions. Method: Using PRISMA guidelines, this article identified 24 studies through database searches meeting eligibility criteria. Only correlates of motivation were identified, limiting the ability of this review to identify causal relationships. Factors that changed alongside changes in motivation were identified from longitudinal studies. Results: This review identified factors such as individual characteristics, co‐morbid psychopathology, lack of treatment autonomy and relationships with others to be associated with motivation to change in individuals with EDs. In addition, motivation to change significantly increased alongside self‐esteem and identity re‐negotiation when measured longitudinally. Discussion: Motivational interviewing can typically focus on exploring ambivalence to treatment, identifying goals and values, and increasing self‐efficacy. However, this review identifies individual and relational factors to be particularly significant and may obstruct recovery from an ED. As such, evidence‐based targets have been identified to inform clinicians and motivation‐based interventions. Public significance: Knowledge of factors associated with motivation to change in EDs is important to understand those who may have poorer treatment outcomes. Motivation may be improved by supporting individuals' relationship with others and tailoring interventions according to temperament and personality traits. Utilizing an individual's social support as they enter ED treatment may be effective in maximizing motivation to recover. [ABSTRACT FROM AUTHOR]

ObjectiveMethodsResultsConclusionsStrategies to increase readiness to change may enhance community-based substance use treatment outcomes. This study evaluated the effect of solution-focused brief therapy (SFBT) on readiness to change and substance use compared to treatment as usual (TAU) in a Brazilian community-based substance use treatment center.One hundred two adults (M = 36.79, SD = 10.29) were quasi-randomized into SFBT or TAU groups. Assessments were completed at baseline, post-test, and 1-month follow-up. The primary outcome was the changes in readiness to change at post-test and 1-month follow-up. The secondary outcome was the change in substance use at 1-month follow-up.Through Quade non-parametric analysis of covariance (ANCOVA), both groups decreased tobacco, alcohol, and cocaine/crack use at 1-month follow-up, but SFBT had greater reductions in alcohol use (p = .05). ANCOVA analysis demonstrated no differences between groups on readiness to change at any time point. However, among participants who used multiple substances (n = 59), SFBT showed higher readiness to change at post-test (p = .05).These findings strengthen the evidence that SFBT holds promise for positive community-based substance use treatment outcomes. [ABSTRACT FROM AUTHOR]

AbstractObjectiveDesign & study sampleResultsConclusionsThis study explored whether select patient attributes were significant predictors of readiness to pursue hearing aids (HAs) and estimated the impacts of hearing aid self-efficacy (HASE) and emotional states, on the relationship between perceived hearing handicap and readiness to pursue HAs.Sixty-two adults with self-reported hearing difficulties and no previous experience with HAs self-reported their hearing handicap, HASE, personality, emotional states in varying contexts, and readiness to pursue HAs.Individuals with greater hearing handicap and who had experienced hearing loss for a shorter duration were more ready to pursue HAs. Having higher HASE, more positive emotional states in “Social” situations, higher scores for the Agreeableness, and having lower Conscientiousness personality trait scores also independently predicted readiness. Neither HASE nor reported emotional states had a significant impact on the relationship between perceived hearing handicap and readiness to pursue HAs.Certain patient characteristics independently motivate people towards or away from pursuing HAs. However, it remains unclear whether targeted modification of these attributes would directly facilitate behaviour change. Future research should further explore these questions to facilitate a more individualised audiologic rehabilitation. [ABSTRACT FROM AUTHOR]

Introduction: Disparities in evaluating readiness to change and recidivism risk across diverse cultural groups can profoundly affect rehabilitation program efficacy. This study examines readiness to change and recidivism risk disparities between Israeli‐Arabs and Israeli‐Jews entering a re‐entry program by the Prisoner Rehabilitation Authority postrelease. Method: The University of Rhode Island Change Assessment Scale questionnaire gauged readiness to change, whereas the Ohio Youth Assessment System‐Residential tool assessed recidivism risk. The sample included 151 participants: 98 Israeli‐Arabs and 53 Israeli‐Jews. Mean differences in change readiness and recidivism risk were statistically assessed through t tests. Results: Significant differences emerged in change readiness levels between Israeli‐Arabs and Jews upon rehabilitation program entry, with Israeli‐Jews exhibiting higher readiness. Additionally, a noteworthy divergence in recidivism risk was noted, indicating elevated average risk for Israeli‐Jews. Conclusions: Findings underscore the vital need for cultural sensitivity during admission. Bias potential in assessing risk for Arab participants emphasizes the necessity of a comprehensive culturally sensitive approach. While focusing on admission, the Risk‐Need‐Responsivity model application could enhance risk evaluation and guide culturally tailored treatments. [ABSTRACT FROM AUTHOR]

Environmental degradation has become a major concern around the world. Fostering pro-environmental behaviour is considered among key solutions to reduce impacts towards conservation and rehabilitation of the environment. Various stakeholders have been developing strategies to promote pro-environmental behaviour, especially from an early age that is at student level but environmental issues still prevail on the local and global agenda. Therefore, this makes it questionable about the readiness of learners to change their behaviours towards implementing pro-environmental practices. Literature shows that limited work has been undertaken to assess readiness to change towards pro-environmental behaviour. Taking cognizance of this gap, this paper investigates and analyses the readiness of students towards pro-environmental behaviour by using the Transtheoretical Model of Behaviour Change. A survey was conducted in secondary and higher education institutions in Mauritius. Results showed that demographic factors including gender, level of education and age group had an influence on pro-environmental behaviour. In addition, even though the larger group of participants showed positive attitudes towards protecting the environment, only a smaller percentage had actively changed their behaviours towards a pro-environmental one. As a solution, an integrated framework was proposed in this study to foster pro-environmental behaviour among students. [ABSTRACT FROM AUTHOR]

During M&A (mergers and acquisitions), a frequent outcome is the negative reactions of workers, who demonstrate psychological distress and resistance to change. This paper presents an empirical research study carried out in a large Italian university hospital during an organizational restructuring, which led to the merger of several organizational units. The research involved a sample of healthcare operators as change recipients (N = 130), and investigated the relationship between Readiness to Change and change recipients' reactions. By adopting a Structural Equation Model approach, this study suggests that the relationship between Readiness To Change and Change Cynicism, Change Anxiety and Intention To Quit, is complex and not always direct and linear. Furthermore, this paper shows the role that Change Cynicism plays in mediating the relationship between Readiness To Change and Change Anxiety and between Readiness To Change and Intention To Quit. This study highlights the importance of investigating and systemically addressing the relationship between these factors. MAD statement This article sets out to Make A Difference (MAD) through analysing the mechanisms underlying the affective and emotional reactions of change recipients. It provides an important practical contribution for practitioners, as it suggests how to manage the variables that intervene in a process of radical organizational change in an appropriate manner. This article has significant consequences, also at a societal level. It highlights the factors that should be managed to avoid undesired, negative organizational and corporate consequences such as states of change anxiety and the Intention To Quit. [ABSTRACT FROM AUTHOR]

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.

The use and promotion of active transportation has been scientifically proven to play a fundamental role in influencing global sustainable development goals. Despite increased recognition, there is a notable gap in understanding how to effectively transition the general population from convenience-oriented transport to embracing active modes. The application of the Transtheoretical Model (TTM) in understanding the utilization of active transport modes is currently constrained. The first aim is to include measuring the readiness to change in the use of active transport modes to increase physical activity (PA) using a continuous measure (i.e., University of Rhode Island Change Assessment, URICA). A second aim is to determine whether the decisional balance (perception of pros and cons) and self-efficacy increase as respondents progress through the stages of change as well as with the increase in self-reported active transport use. In total, 260 university students and staff filled out an online survey containing self-reported use of active transport modes and TTM constructs. The results suggest that URICA successfully identifies five stages of change. The decision balance and self-efficacy of the behaviour increase as individuals progress through the stages. The same is also true for the use of active transport modes. [ABSTRACT FROM AUTHOR]

Drinking motives have been identified as important predictors of alcohol consumption. Similarly, the degree of readiness to change (RTC) can predict behavioral changes when drinking alcohol. However, the link between drinking motives and RTC has not been explored in previous research. The aim of this study is to investigate whether the four drinking motives (coping, enhancement, social, conformity) can predict the three stages of RTC (precontemplation, contemplation and action) in relation to alcohol consumption. Two hundred and fifty-two undergraduates' students completed an online self-assessment survey on Qualtrics that assessed motives for alcohol use, drinking behavior, and RTC. Hierarchical regressions showed that among the four specific drinking motives, coping motives significantly predicted all three stages of RTC; conformity motives positively predicted the action stage of change; social motives negatively predicted the precontemplation and action stages of change; enhancement motives were not significant in predicting RTC stages. These results indicate that the three RTC levels can be predicted by coping, social, and conformity motives, but not by enhancement motives. Additionally, given the importance of coping motives, it might be useful to address and include healthier coping mechanisms as part of clinical interventions and prevention methods to circumvent unsafe drinking behaviors independent of a single RTC stage. [ABSTRACT FROM AUTHOR]

Nostalgic reverie (i.e. sentimental longing) has received increased attention as a predictor of health and well‐being, but only a handful of reviews have summarized this literature. The available reviews (Dementia: The International Journal of Social Research and Practice, 19, 2020, 330; Intimations of nostalgia: Multidisciplinary explorations of an enduring emotion, Bristol University Press, 2022) left a critical gap in explicating the function of nostalgia among people engaged in unhealthy behaviour. In the current systematic review and narrative analysis, we sought to answer whether and under what conditions emotion serves to help or hinder people engaged in unhealthy behaviours in terms of taking action to change. We identified 14 studies and categorized them into two themes. In Theme I, nostalgising about a time in one's life when one was healthier motivated both readiness to change and action to change unhealthy behaviour. In Theme II, nostalgizing about the perceived benefits of engaging in unhealthy behaviour (e.g. social connectedness related to drinking) was associated with the continuance or acceleration of the unhealthy behaviour. This review highlights not only the presence of a link between nostalgia and unhealthy behaviour but also that the content of one's nostalgising matters for understanding whether the unhealthy behaviour is undermined or bolstered. [ABSTRACT FROM AUTHOR]

The emerging competitiveness in the external environment and persistent need for adaptation have led organizations to recognize the essence of successful readiness to change. While individual and organizational outcomes of readiness to change have been discussed in the existing literature, a lack of clarity exists regarding how individuals embrace readiness for change. Using the social exchange theory, this empirical research examines the impact of perceived organizational support and human relations climate on individual readiness for change. The research also incorporates the intervening role of employee participation and leadership excellence for understanding the indirect effects. Hypotheses regarding the relationship between the key variables were tested through a structural equation model on a sample consisting of 284 respondents from managerial‐level employees in organizations from Pakistan. The findings suggested a positive impact of human relations climate on readiness to change. In addition to the direct effects, indirect effects via employee participation and leadership excellence were found to be significant on readiness to change. Based on the findings, theoretical and practical implications of the study along with suggestions for improvement are also elaborated. [ABSTRACT FROM AUTHOR]

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. Plain English summary: People who feel they are capable of overcoming their dysfunctional cognitions and/or behaviours about their body and/or eating, are less likely to use social networking sites for impression management purposes. Motives for social media use like popularity, self-presentation, and social expectations may potentially hinder recovery form an eating disorder. Clinicians should discuss motives of SNS use with their clients, rather than total amount of screen time, to help prevent any negative media effects. [ABSTRACT FROM AUTHOR]

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.

The study Change management is the systematic approach and application of knowledge, tools and resources to deal with change. It involves defining and adopting corporate strategies, structures, procedures and technologies to handle changes in external conditions and the business environment. Effective change management goes beyond project management and technical tasks undertaken to enact organizational changes and involves leading the "people side" of major change within an organization. The primary goal of change management is to successfully implement new processes, products and business strategies while minimizing negative outcomes. [ABSTRACT FROM AUTHOR]

Summary: Background: Family based treatment is an effective, multipronged approach to address obesity as it plagues families. Objective: To investigate the relationships among sociodemographic characteristics (e.g., education and income), body mass index (BMI) and race/ethnicity with readiness to change for parents enrolled in the Primary care pediatrics, Learning, Activity and Nutrition (PLAN) study. Methods: Multivariate linear regressions tested two hypotheses: (1) White parents will have higher levels of baseline readiness to change, when compared to Black parents; (2) parents with higher income and education will have higher levels of readiness to change at baseline. Results: A positive relationship exists between baseline parent BMI and readiness to change (Pearson correlation, 0.09, p < 0.05); statistically significant relationships exist between parent education level (−0.14, p < 0.05), income (0.04, p < 0.05) and readiness to change. Additionally, a statistically significant relationship exists, with both White (β, −0.10, p < 0.05), and Other, non‐Hispanic (−0.10, p < 0.05) parents exhibiting lower readiness to change than Black, non‐Hispanic parents. Child data did not indicate significant relationships between race/ethnicity and readiness to change. Conclusions: Results demonstrate that investigators should consider sociodemographic characteristic factors and different levels of readiness to change in participants enrolling in obesity interventions. [ABSTRACT FROM AUTHOR]

The goal of this research was to develop a brief instrument to identify people's stage of readiness to change consuming animals. In two studies (ns = 206, 51% male; 226, 43% male), participants responded to 15 items based on a clinical instrument of readiness to change alcohol consumption. Responses to these 15 items were then analyzed by latent profile analysis to identify participants' readiness to change stage. As predicted, we identified (1) those who do not think animal consumption is a problem (precontemplation profile), (2) those who are considering changing their animal-consumption behaviors (contemplation profile), and (3) those who have already changed their animal-consumption behaviors (action profile). In both studies, the 3-profile model had acceptable model fit (entropy > 0.8 and lower AIC and BIC scores than the 1-profile or 2-profile models). The 3-profile model also had greater theoretical interpretability than an alternative 4-profile model. Study 2 provided evidence that the three profiles were related to other constructs in expected ways. Those with the action profile knew more about animals used as food (F(2, 223) = 12.24, p < 0.001, η2 = 0.10) and consumed fewer animal products (F(2, 223) = 24.04, p < 0.001, η2 = 0.18) than those with contemplation or precontemplation profiles. Those with the contemplation profile had weaker justifications for using animals as food, and those with the action profile had lower justifications for using animals as food than those with the other profiles (F(2, 223) = 43.63, p < 0.001, η2 = 0.28). Study 2 also provided evidence that the 4-profile model was not more strongly related to these related constructs than the 3-profile model. Identifying those who are at different stages of readiness to change may be beneficial to help identify, contextualize, and evaluate interventions aimed at reducing animal consumption. [ABSTRACT FROM AUTHOR]

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.

Background: The Transtheoretical Model supports that readiness to change should predict actual substance-related behavior change. This relationship is surprisingly modest. Across several behavioral domains, individuals tend to have unrealistic expectations regarding the amount of effort and time required to successfully change one's behaviors, dubbed the False Hope Syndrome. Objectives: Based on False Hope Syndrome, we expect the standard method of measuring self-reported readiness to change is overestimated. To test this hypothesis, we experimentally manipulated level of cognitive effort prior to completing readiness to change measures. College students from a large southwestern university who reported using substances in the past 30 days (n = 345) were recruited from a psychology department participant pool and randomized to one of three conditions: 1) standard, low effort condition, 2) medium effort condition (selected likes/dislikes of substance use and negative consequences of changing one's use), and 3) high effort condition (also provided written responses to how they would handle difficult situations related to changing their substance use). We conducted one-way ANOVAs with Tukey post-hoc comparisons to examine differences on three measures of readiness to change: the University of Rhode Island Change Assessment (URICA) scale as well as readiness and motivation rulers. Results: Contrary to our hypothesis, all significant statistical tests supported higher cognitive effort conditions reporting higher readiness to change. Although effect sizes were modest, higher cognitive effort appeared to increase self-reported readiness to change substance use. Conclusions: Additional work is needed to test how self-reported readiness to change relates to actual behavior change when assessed under the different effort conditions. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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.