The purpose of the present study is, from a professional perspective, to understand the impactof social workers on the organisational readiness for change for a potential shift inmandatorship for addiction treatment services and gain insight into the impact of profession-specific factors before collaboration with regions’ healthcare services. By interviewing eightsocial workers actively working with substance abuse clients the questions we aimed toanswer were: How may the attitudes of social workers towards the proposal affect theorganizational readiness for change? What limitations and opportunities do social workersperceive regarding collaboration with the regions’ health care services? Then finally how canthe profession-specific factors have an impact before collaboration with the regions’healthcare services? In our analysis we used the theory of organizational readiness for changeand the theory of collaboration. The result shows the importance of the social workers’attitudes and motivations toward reform and emphasizes the role of their commitment insuccessful organisational change. Identified limitations in collaboration with healthcareservices can be addressed through proactive measures, such as increased participation andclearer coordination frameworks. To recognize knowledge gaps and differences is crucial forfuture collaboration and thereby turning the perception of collaboration from necessaryinconvenience to a favorable partnership through understanding and knowledge development.

Background: Physical Activity on Prescription (PAP) is a proven way to increase physical activity amongst patients in primary healthcare. Despite the scientific support for the method and the fact that it is being used in several countries (for example Sweden and Finland ), Estonia has not implemented this method in the healthcare system. The aim of the study was to describe Estonian healthcare professionals’ views on Liikumisretsept (Physical Activity on Prescription) and problematize the implementation of Liikumisretsept in the Estonian healthcare system.Methods: Twelve semi-structured interviews with Estonian medical professionals were conducted: four with family doctors, two with specialist doctors, two with physiotherapists, and two with healthcare managers. The transcribed texts were analyzed using inductive content analysis.Results: Key findings were that Liikumisretsept was described as a method that helps to support PA as part of the treatment by giving patients clear directions for PA depending on their condition. There is clear support from medical professionals and from the Health Insurance Fund for this method to be implemented in Estonian healthcare. It was found that it is a prescription that every medical professional should know how to prescribe, including physiotherapists. Secondly, main barriers to implementation were identified like lack of awareness, support, education, and the need for better collaboration between all stakeholders. Solutions identified were that there should be educational trainings for medical professionals on how to prescribe Liikumisretsept, promotion of this method through different channels, and having support for Liikumisretsept from national governing bodies like Healthcare Insurance Fund to guarantee the funding for it. Conclusion: Liikumisretsept is seen as a method to provide individual PA guidelines for patients depending on their condition to raise their physical activity. Awareness about PA should be increased amongst medical professionals to support Liikumisretsept as a suitable treatment option. Educational trainings and supportive collaboration from all stakeholders are needed for successful implementation. Keywords: Physical activity, Physical Activity on Prescription, Estonia, Liikumisretsept, Implementation, Organizational readiness for change, Content analysis

Nearly two-thirds of organizational change initiatives are unsuccessful due to a lack of high levels of change readiness prior to implementation of the change. A review of the literature supported the importance of establishing organizational readiness for change (ORC), but a gap remained in the empirical data and extant literature about whether presumed antecedents identified in ORC theory contribute to increased levels of ORC. The purpose of this study was to gather empirical data to address this question of whether change valence and informational assessment scores are associated with increased levels of organizational readiness for implementing change. The research design was quantitative and nonexperimental. Data were collected via online Likert-type survey from employees (n = 70) in an organization undergoing significant change. An analysis was performed using OLS regression and principal components analysis. The results showed that change valence and informational assessment were positively and significantly associated with increased organizational readiness for change score (β = 1.778, p < .001, and β = 1.392, p < .001, respectively), and that change commitment and efficacy loaded favorably in a principal components analysis of ORC score. The findings are significant to the field of management as they show how establishing increased levels of change valence and informational assessment may help positively influence employee participation and organizational change outcomes. The study is socially significant because it may illuminate differences in perception between employees and leadership regarding change and may contribute to greater inclusion of a broader array of employee perspectives, opinions, and experiences in the organizational change process.