Organizational Readiness for Change Assessment: Transitional Job Re-entry Program for Non-work-related Injuries, Chronic Disease, or Illness
| dc.contributor.advisor | Welch, Teresa | |
| dc.contributor.advisor | Simon-Waterman, Christie | |
| dc.contributor.author | Wactor, Aiesha | |
| dc.date.accessioned | 2024-08-28T19:12:48Z | |
| dc.date.available | 2024-08-28T19:12:48Z | |
| dc.date.issued | 2024 | |
| dc.description | DNP project | |
| dc.description.abstract | Introduction: Medical debility can occur at any time during an employee’s career, leading to missed days, lost wages, and disengagement from the work environment. The implementation of an evidence-based transitional return to work program with temporary job modifications or role change has the potential to benefit both the employee and the employer. Methods: Readiness for change was assessed following an educational presentation presenting the Retaining Employment and Talent After Injury/Illness (RETAIN) initiative as a framework for a transitional return to work program for institutional stakeholders. A pre and post intervention assessment of readiness was assessed using the Organization Change Recipients Belief Scale (OCRBS) a valid and reliable tool for the measurement of organizational readiness for change. Results: Due to the low response rate survey findings were not statistically significant. The pre and post intervention survey data demonstrated principal support as the highest scoring determinant for readiness for change at 94.5% and 73.6%. The discrepancy determinant was the lowest scoring determinant with 82% and 60.5% respectively. Findings for the remaining determinants of organizational change resulted pre and post scoring for valence 86%/62%, appropriateness 85.8%/68.4%, and efficacy 86.2%/66.2%. Discussion: Assessing an organizations readiness for change provides valuable insight to the potential facilitators and barriers to sustainable change by providing insight from key stakeholders. Additional readiness for change assessments should consider including marketing strategies to improve awareness, participant incentives, and frequent email reminders to increase participation rates. | |
| dc.format.mimetype | application/pdf | |
| dc.identifier.uri | https://ir.ua.edu/handle/123456789/14338 | |
| dc.language | English | |
| dc.language.iso | en_US | |
| dc.rights.license | CC BY-NC 4.0 | |
| dc.subject.lcsh | Occupational safety and health | |
| dc.subject.other | Retaining Employment and Talent After Injury/Illness (RETAIN) | |
| dc.subject.other | Organization Change Recipients Belief Scale (OCRBS) | |
| dc.title | Organizational Readiness for Change Assessment: Transitional Job Re-entry Program for Non-work-related Injuries, Chronic Disease, or Illness | |
| dc.type | text |