Results

Thirty participants of the 47 invited (64% response rate) completed the survey. Table 1 provides a breakdown of participant characteristics by site and overall.
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Participants from both sites scored highly on individual and group readiness for change (Table 2). Readiness for change (individual and collective), change self-efficacy, and affective commitment to change were moderately to strongly correlated in a positive direction. Higher affective commitment to change was associated with higher levels of self-efficacy (r =.46, p<. 01) and individual readiness for change (r=.75, p<.001). The correlation between self-efficacy and individual change readiness was moderate in size (r =.32) but not statistically significant (p=.08). Finally, collective readiness for change was positively and significantly associated with higher levels of change self-efficacy, affective commitment to change and individual change readiness (change self-efficacy: r=.43, p =.02; affective commitment: r=.69, p<.001; individual change readiness: r =.39, p =.04).
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Regression analyses demonstrated that the effect of affective commitment to change on change readiness continued to remain strong after controlling for change self-efficacy (β = .76, p <.001), whereas the effect of change self-efficacy became negligible after controlling for affective commitment to change (β = -.03, p = .82).
Individual items in the fifth survey component (Table 3) indicated that participants were aware of the change and its success measures. The scores also indicated that most participants understood the criteria for success, felt they had leaders that could drive the change and could get the support they needed. Although most felt that they had sufficient resources for change, this item had a slightly lower mean score overall (4.8/7) and wider variation between respondents.