Measurement of Perceived Organizational Readiness for Change in the Public Sector
基于行为频率法开发并验证了感知组织变革准备度与未准备度的测量量表，在加拿大五个公共部门组织中检验了其信效度，发现准备度包含高层承诺、变革代理人能力和上级支持三个子维度。
Using the act frequency approach we developed and operationalized two constructs: perceived organizational readiness for change and perceived organizational unreadiness for change. Using a sample drawn from five Canadian public sector organizations, it was found that perceived readiness for change can be conceptualized with three sub‐constructs: commitment of senior managers to the change, competence of change agents, and support of the immediate manager. Perceived unreadiness for change had two sub‐constructs: poor communication of change and adverse impact of change on work. Using structural equation modelling techniques, the measurement scales of all these constructs were tested for reliability and validity using job stress and perceived organizational support as outcome variables.