Die individuelle Bereitschaft für organisationale Veränderungen stellt eine zentrale Determinante des innovationsförderlichen Führungsverhaltens sowie der Innovativität von Unternehmen dar. Die Dissertation fragte daher nach der Entstehung und Förderung der Innovationsbereitschaft von Führungskräften und untersuchte die darauf bezogene Wirkung der organisationalen Absorptionsfähigkeit. Innovationsbereitschaft wurde hierbei verstanden als das Erkennen und positive Bewerten eines Veränderungsbedarfes sowie einer Veränderbarkeit der unternehmensinternen Situation. Organisationale Absorptionsfähigkeit wurde definiert als dreidimensionales Konstrukt des Erkennens, Aufnehmens und Verwertens von neuem, unternehmensexternem Wissen. Das postulierte Wirkungsmodell wurde mit einer quantitativen Untersuchung an einer nach Größe und Branche für Deutschland repräsentativen Stichprobe von 668 kleinen und mittleren Unternehmen empirisch überprüft. Dabei zeigte sich, dass der Kontakt zu externem Wissen den wahrgenommenen Veränderungsbedarf erhöhte, während die systematische Verarbeitung und Weitergabe dieses Wissens die wahrgenommene Veränderbarkeit der Unternehmenssituation positiv beeinflussten. Bisherige Prozessinnovationen reduzierten den wahrgenommenen Veränderungsbedarf, während inkrementelle Prozess- und Strukturveränderungen des Unternehmens positiv auf die Einschätzung der Veränderbarkeit wirkten. Damit konnte der Einfluss der organisationalen Absorptionsfähigkeit auf die Innovationsbereitschaft von Führungskräften differenziert werden, forschungstheoretische und forschungsmethodische Implikationen sowie Empfehlungen für die Unternehmenspraxis wurden entsprechend abgeleitet.

As doenças cardiovasculares (DCV\'s) são as principais causas de morte, morbidade e incapacidade entre os países ocidentais desenvolvidos. Possuem etiologia complexa e multifatorial, em que se destacam os chamados fatores de risco (FR), tradicionais ou psicológicos. Dentre os psicológicos, pode-se citar depressão, estresse e qualidade de vida. No controle das DCV\'s, mudanças comportamentais são requeridas. O Modelo Transteórico de Mudança de Comportamento (MTT) enfatiza a mudança como processo, e que as pessoas possuem diversos estágios de motivação/prontidão para mudar: pré contemplação, contemplação, ação e manutenção. Dentre os tratamentos disponíveis para as DCV\'s, a Angioplastia destaca-se como um procedimento hemodinâmico simples e pouco invasivo, com obtenção de bons resultados. O objetivo do trabalho foi descrever as relações entre variáveis psicológicas e estágios/níveis de prontidão para mudança de comportamentos de risco para cardiopatia em pacientes candidatos à angioplastia pelo período de um ano. A amostra foi composta por 100 pacientes e os instrumentos utilizados foram: entrevista semi estruturada, URICA Adaptada para Comportamento de Estresse, Régua de Prontidão (RP), Inventário Beck de Depressão (BDI), Inventário de Sintomas de Stress para Adultos de Lipp (ISSL) e Questionário Genérico de Avaliação de Qualidade de Vida (SF-36). O estudo foi composto por cinco momentos de avaliação, separados entre si por um tempo médio de três meses. A análise dos dados foi feita por meio do Modelo de Regressão Logística. A Avaliação 1 ocorreu no dia da angioplastia e as demais nos dias das consultas médicas ambulatoriais, ocorrendo uma perda de 57 sujeitos entre a primeira e a última avaliação. Na amostra inicial a média de idade foi 61,4 anos (dp±9,82), 67% do sexo masculino, 69% casados, 67% com baixa renda (entre 1 e 3 SM), 65% aposentados e com média de 4,73 anos de estudo. Quanto aos aspectos psicológicos, 81% estavam na fase de pré contemplação, a alimentação inadequada apresentou a menor prontidão para mudança pela RP, 31% apresentaram sintomas cognitivos e afetivos de depressão e 59% tinham presença de estresse. O SF-36 mostrou os piores índices de percepção da saúde para aspectos emocionais e físicos. Na comparação entre avaliações 1 e 5, foram considerados os 43 sujeitos comuns aos dois momentos, observando-se redução não estatisticamente significante de alimentação inadequada (44,18%), sedentarismo (32,56%), estresse (11,63 pontos percentuais) e prontidão para mudança de estresse (5,17 pontos percentuais), além de um incremento em todos os domínios do SF-36 e de sujeitos que passaram ao estágio de ação (11,62%). Os sintomas cognitivos e afetivos de depressão sofreram um decréscimo significativo ao longo de um ano (p-valor<0,01). A prontidão para mudança do comportamento de estresse associou-se à idade (sujeitos mais jovens) na Avaliação 1 (OR 2,58; 1,04-6,43), Avaliação 3 (OR 4,68; 1,26-17,41), Avaliação 4 (OR 14,00; 1,51-130,01) e Avaliação 5 (OR 4,95; 1,24- 19,96). A associação com estado civil (sem parceiro) manteve-se somente na primeira avaliação (OR 3,89; 1,06-14,22) e com estresse (ausência de sintomas) na Avaliação 1 (OR 4,20; 1,79-9,83), Avaliação 3 (OR 7,18; 1,72-29,97), Avaliação 4 (OR 6,11; 1,34-27,96) e Avaliação 5 (OR 7,20; 1,64-31,71). As características sociodemográficas da amostra condizem com dados apresentados por outros estudos e sugerem intervenções, tanto dos profissionais de saúde quanto das políticas públicas, mais adaptadas e direcionadas a um estrato menos favorecido da população. A incongruência entre conhecimento de FR e esquiva dos mesmos mostra que o simples fornecimento de informações, apesar de importante, não é suficiente para promover mudança de comportamento, reforçando a relevância da inserção do psicólogo nas equipes médicas, com intervenções voltadas para o manejo de aspectos emocionais, as quais devem, sempre que possível ajustar-se ao nível de prontidão para mudança de cada sujeito em particular. / Psychological variables and readiness to change in cardiac patients undergoing angioplasty. 2011. 201 f. Dissertação (Mestrado). Faculdade de Filosofia, Ciências e Letras de Ribeirão Preto, Universidade de São Paulo, Ribeirão Preto, 2011. Cardiovascular diseases (CVD\'s) are the leading causes of death, morbidity and disability among the developed Western countries. They have complex and multifactorial etiology, which highlightening the importance of the so-called risk factors (RF), traditional or psychological. Among the psychological ones, it can be pointed out depression, stress and quality of life. In the control of CVD\'s, behavioral changes are required. The Transtheoretical Model of Behavioral Change (TTM) emphasizes change as a process and that people have different stages of motivation/readiness to change: pre contemplation, contemplation, action and maintenance. Among the available treatments for CVD\'s, angioplasty stands out as a simple and minimally invasive hemodynamic procedure, with good results. This study objective was to describe the relationship between psychological variables and stages/levels of readiness to change risk behaviors for heart disease in patients eligible for angioplasty in a period of one year. The sample consisted of 100 patients and the instruments used were: semi-structured interviews, URICA Adapted to Stress Behavior, Readiness Ruler (RP), Beck Depression Inventory (BDI), Inventário de Sintomas de Stress para Adultos de Lipp (ISSL) and Medical Outcomes Study 36-Item Short Form Survey (SF-36). The study had five moments of evaluation, on average every three months. Data analysis was performed using the Logistic Regression Model. The first evaluation occurred on the day of angioplasty and the others in the days of outpatient medical consultations, with a loss of 57 subjects between the first and last assessment. In the initial sample, the mean age was 61.4 years (SD±9.82), 67% male, 69% married, 67% with low income (between 1 and 3 MW), 65% were retired, with an average of 4.73 years of study. As for the psychological aspects, 81% were in pre contemplation, poor diet had the lowest readiness to change for RP, 31% had cognitive and affective symptoms of depression and 59% had presence of stress. The SF-36 showed the worst indices of perceived health in emotional and physical aspects. In the comparison between assessments 1 and 5, 43 subjects were considered common to the two moments, and it was observed no statistically significant reduction of inappropriate diet (44.18%), sedentary lifestyle (32.56%), stress (11.63 percentage points ) and readiness for change of stress (5.17 percentage points), and an improvement in all domains of the SF-36 and of subjects who passed to the stage of action (11.62%). Affective and cognitive symptoms of depression experienced a significant decrease over one year (p<0.01). Readiness for change of stressfull behavior was associated with age (younger subjects) in Evaluation 1 (OR 2.58, 1.04-6.43), Evaluation 3 (OR 4.68, 1.26-17, 41), Evaluation 4 (OR 14.00; 1.51-130.01) and Evaluation 5 (OR 4.95, 1.24-19.96). The association with marital status (without partner) remained only in the first assessment (OR 3.89, 1.06-14.22) and stress (no symptoms) in Evaluation 1 (OR 4.20; 1.79-9.83), Evaluation 3 (OR 7.18, 1.72-29.97), Evaluation 4 (OR 6.11, 1.34-27.96) and Evaluation 5 (OR 7.20, 1, 64-31.71). The sample sociodemographic characteristics are consistent with data presented by other studies and suggest interventions, both from health professionals and from the public policies, aimed and tailored to a more disadvantaged strata of the population. The incongruity between knowledge of RF and avoiding them shows that simply providing of information, although important, is not sufficient to promote behavior change, reinforcing the importance of the inclusion of a psychologist in medical teams, with interventions aimed at managing emotional aspects, which should, where posible, to adjust the level of readiness for change to particular subjects.

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

No description available.

No description available.

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.

Approved for public release; distribution is unlimited. / MBA Professional Report / The purpose of this MBA Project is to assess the change readiness of Anniston Army Depot's (ANAD) organizational climate - especially now as the Depot prepares for large-scale Logistics Management Program (LMP) information technologies (IT) change. ANAD is a highly important division of the United States Army Materiel Command (AMC) and is the Army's designated Center of Industrial and Technical Excellence (CITE) for a variety of combat vehicles, artillery equipment, bridging systems and small-caliber weapons. It provides advanced maintenance support for all of these systems, in addition to fulfilling a host of other vitally importnat Army-wide logistical functions. ANAD presently uses the Standard Depot System (SDS) to manage its complex array of admministrativr and logistical functions. However, AMC has mandated that ANAD completely replace the SDS and employ the new Logistics Modernization Program (LMP) starting in March 2009. The researchers gathered a combination of historical information, personnel observations and responses to survey questionnaires on readiness for change in order to conduct a quality analysis on ANAD structure and climate and their implications, if any, for LMP omplementation. Ultimately, people are the heart of any IT systm, regardless of its size and degree of automation. The tremendous importance of organizational personnel in the change process is often under appreciated and under addressed in the civilian sector of the military - particularly when this sector embarks on significant IT transformation initiatives. Bold IT actions inevitably have a profound effect on any organization, regardless of its size, mission, and personnel composition. This project was conducted with the sponsorship and assistance of the Anniston Army Depot.

Die individuelle Bereitschaft für organisationale Veränderungen stellt eine zentrale Determinante des innovationsförderlichen Führungsverhaltens sowie der Innovativität von Unternehmen dar. Die Dissertation fragte daher nach der Entstehung und Förderung der Innovationsbereitschaft von Führungskräften und untersuchte die darauf bezogene Wirkung der organisationalen Absorptionsfähigkeit. Innovationsbereitschaft wurde hierbei verstanden als das Erkennen und positive Bewerten eines Veränderungsbedarfes sowie einer Veränderbarkeit der unternehmensinternen Situation. Organisationale Absorptionsfähigkeit wurde definiert als dreidimensionales Konstrukt des Erkennens, Aufnehmens und Verwertens von neuem, unternehmensexternem Wissen. Das postulierte Wirkungsmodell wurde mit einer quantitativen Untersuchung an einer nach Größe und Branche für Deutschland repräsentativen Stichprobe von 668 kleinen und mittleren Unternehmen empirisch überprüft. Dabei zeigte sich, dass der Kontakt zu externem Wissen den wahrgenommenen Veränderungsbedarf erhöhte, während die systematische Verarbeitung und Weitergabe dieses Wissens die wahrgenommene Veränderbarkeit der Unternehmenssituation positiv beeinflussten. Bisherige Prozessinnovationen reduzierten den wahrgenommenen Veränderungsbedarf, während inkrementelle Prozess- und Strukturveränderungen des Unternehmens positiv auf die Einschätzung der Veränderbarkeit wirkten. Damit konnte der Einfluss der organisationalen Absorptionsfähigkeit auf die Innovationsbereitschaft von Führungskräften differenziert werden, forschungstheoretische und forschungsmethodische Implikationen sowie Empfehlungen für die Unternehmenspraxis wurden entsprechend abgeleitet.

No description available.

It is well accepted by now that most change initiatives are unsuccessful even though more organisations are experiencing change as they fight to retain and improve their competitiveness in the market place. It is against this background of change failure that researchers have looked for new strategies to improve change outcomes. Theoretical models conceptualising the dynamic change process advise on better change strategies, but little empirical evidence has demonstrated that these models are effective in improving change implementation outcomes. Theoretical models were also developed to counter change resistance, but little emphasis has been placed on employee change readiness. Some empirical research on employee change readiness explores employees? perception of organisational readiness, but no empirical research has explored employee readiness from a psychological perspective. That is, how to create change readiness in employees. This thesis has contributed to both the theoretical and empirical understanding of the change readiness model. Firstly, the theoretical readiness for change model Armenakis et al.?s (1993, 2002) was extended by the inclusion of the ?understanding of the change? driver. Secondly, this change readiness model was empirically tested on two distinct organisational changes: organisational restructure and IT change. The extended model is also examined for two change stages of the dynamic process to identify which readiness drivers should be prioritised by change agents. Two online questionnaires were administered eight months apart assessing the responses to three change stages (planning, implementation and post-implementation) of employees ? supervisors and subordinates - of a flat structured organisation in the human resource industry. At the two measurement points 189 and 141 employees returned completed surveys. Six employee readiness drivers were operationalised and regressed against behavioural change intention. The quantitative findings using regression models across two change types and longitudinally did not identify a specific change pattern. However, all six readiness drivers including the ?understanding of the change? driver were influential on employees? behavioural change intention. Furthermore, statistical differences between supervisors and subordinates were identified in the organisational restructure change. The quantitative findings using a triangulation approach with qualitative date including data from two unstructured interviews and employee comments further validated the quantitative findings. The thematic analysis of the employee comments enhanced the findings and identified employee specific concerns including information dissemination of the changes and a level of uncertainty. The findings supported Armenakis et al.?s (1993, 2002) theoretical contribution that change readiness drivers are an important part of the organisational change process explaining why employee do and do not change. The empirical application of readiness change driver evaluation during the dynamic change is supported as it permits change agents to directly monitor employees? readiness perception of a specific change target. This valuable information finds practical utilisation for change agents in providing targeted guidance and support for employees thus facilitating a greater likelihood of a positive change outcome. Implications of these findings and future research opportunities are discussed.