With many organizations facing the challenge of helping their employees prepare for change, it is important to identify the psychological constructs of employees that positively relate to their readiness for organizational change. The purpose of this quantitative, correlational study was to assess the relationships between psychological capital and its four dimensions (self-efficacy, hope, optimism, and resilience) and readiness for organizational change among behavioral health professionals in one behavioral health organization in the southwestern United States. The theoretical foundation of the study was provided by the psychological capital theory and the readiness for organizational change theory. The researcher collected primary data via online survey from a convenience sample of 101 behavioral health professionals using the CPC-12 and Readiness for Organizational Change Measure (ROCM) instruments. The results of the nonparametric Kendall’s tau-b correlation analysis identified statistically significant positive low to medium level correlations of readiness for organizational change with self-efficacy (τb = .217, p = .003), hope (τb = .355, p < .001), and resilience (τb = .236, p = .001). Additional analysis showed a significant correlation between the compound construct of psychological capital and readiness for organizational change (τb = .271, p < .001). The findings of this study are important to behavioral health and organizational change leadership interested in increasing employee readiness for organizational change through interventions aimed at enhancing employee’s psychological capital and providing for their psychological well-being.
|Advisor:||Ali, Mohamed A.|
|Commitee:||Lowrance, Sherry, Martin, Ashley, Wieters, Lori|
|School:||Grand Canyon University|
|School Location:||United States -- Arizona|
|Source:||DAI-B 80/04(E), Dissertation Abstracts International|
|Subjects:||Medical personnel, Occupational psychology, Personality psychology, Cognitive psychology|
|Keywords:||Change readiness, Cpc-12, Employee psychology, Interventions, Self-efficacy|
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