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Table 1 Content adequacy assessment of items intended to measure the change commitment dimension of organizational readiness for implementation (study one)

From: Organizational readiness for implementing change: a psychometric assessment of a new measure

 

Mean rating for commitment

Mean rating for valence

Pass condition 1?

Pass condition 2?

Pass condition 3?

C1. We are committed to implementing this change.

4.78*

2.52

Yes

Yes

Yes

C2. We are determined to implement this change.

4.64*

2.28

Yes

Yes

Yes

C3. We are motivated to implement this change.

4.26*

2.79

Yes

Yes

Yes

C4. We will do whatever it takes to implement this change.

4.73*

2.41

Yes

Yes

Yes

C5. We want to implement this change.

3.47

3.32

No

No

No

V1. We feel this change is compatible with our values.

2.23

4.37*

Yes

Yes

Yes

V2. We need to implement this change.

3.10

3.6

Yes

No

No

V3. We believe this change will benefit our community.

2.13

4.28*

Yes

Yes

Yes

V4. We believe it is necessary to make this change.

2.91

3.78*

Yes

No

No

V5. We believe this change will work.

2.41

3.34*

Yes

No

No

V6. We see this change as timely.

2.21

3.37*

Yes

No

No

V7. We believe this change is cost-effective.

2.23

3.06*

Yes

No

No

V8. We believe this change will make things better.

2.30

4.47*

Yes

Yes

Yes

V9. We feel that implementing this change is a good idea.

2.54

4.14*

Yes

Yes

Yes

V10. We value this change.

2.30

4.73*

Yes

Yes

Yes

D1. We know what it takes to implement this change.

3.10*

1.93

N/R

N/R

N/R

  1. * Denotes statistically significant differences (p < 0.05) for one-way ANOVA between mean ratings for Commitment and Valence.
  2. Notes: The first five items were intended to measure change commitment (C). The last item was a distractor (D). The remaining items were intended to measure aspects of change valence (V). The following definitions were provided to participants: Change commitment refers to organizational members’ shared resolve to pursue courses of action that will lead to the successful implementation of the change effort. Change valence refers to the value that organizational members assign to a specific, impending organizational change. For example, do they think the change is needed, important, beneficial, or worthwhile?