Assessing Organizational Change: The Rushton Quality of Work Experiment.Paul S. Goodman , Edward Conlon , Dennis Epple , Eduard Fidler

Purpose This paper aims to set a leadership guidance program that can promote nurses’ knowledge of leadership and, at the same time, to enhance their leadership competencies and quality of work to promote their readiness for change in healthcare organizations. Design/methodology/approach A pre-experimental, one-group pretest-posttest design was utilized. Out of 90 invited to participate in this study, 61 nurses were accepted to participate. Findings The statistical analyses suggested several significant differences between pre- and in-service nurse managers about leadership competencies, quality of work and readiness for change. Yet, findings from the background characteristics were not found to be significant and had no effects on the perceived readiness for change. Research limitations/implications The present study highlights the importance of leadership competencies and quality of work that healthcare policymakers identify for the success of organizational change efforts. Practical implications Healthcare policymakers, including directors of nursing, should focus on applications that increase leadership competencies and overall satisfaction of the nurse managers to support the changes in hospitals and supporting learning organization. Hence, they should establish policies that decrease the possible negative impact of planned change efforts. Originality/value Competent nurse managers enhance their readiness for change, which in turn helps nurses in constructive change processes. A leadership guidance program should be set for nurse managers. This study has important implications for hospital administrators and directors of nursing.

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Assessing Organizational Change: The Rushton Quality Of Work Experiment (Wiley Series on Organizational Assessment and Change), Paul S. Goodman, Wiley, New York, 1979. No. of pages: 391. Price: $35.25; £16.20 (hardback)

Journal of Organizational Behavior ◽

10.1002/job.4030020209 ◽

1981 ◽

Vol 2 (2) ◽

pp. 147-148

Author(s):

J. C. Taylor

Keyword(s):

New York ◽

Organizational Change ◽

Organizational Assessment ◽

Quality Of Work

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Assessing Organizational Change: The Rushton Quality of Work Experiment.

ILR Review ◽

10.2307/2522656 ◽

1980 ◽

Vol 34 (1) ◽

pp. 154

Author(s):

Louis E. Davis ◽

Paul S. Goodman

Keyword(s):

Organizational Change ◽

Quality Of Work

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Openness Toward Organizational Change Scale (OTOCS): Validity evidence from Brazil and Portugal

PLoS ONE ◽

10.1371/journal.pone.0249986 ◽

2021 ◽

Vol 16 (4) ◽

pp. e0249986

Author(s):

Jorge Sinval ◽

Vernon Miller ◽

João Marôco

Keyword(s):

Job Satisfaction ◽

Organizational Change ◽

Internal Structure ◽

Measurement Invariance ◽

Work Engagement ◽

Self Report ◽

Evidence Based ◽

Validity Evidence ◽

Quality Of Work

Openness toward organizational change is central to employees’ responses to organizations’ strategic actions. This study aims to assess the validity evidence of the Openness Toward Organizational Change Scale (OTOCS) by examining the internal structure of the measure (e.g., dimensionality, reliability, measurement invariance) and its relations with other variables such as quality of work life, burnout, job satisfaction, and work engagement. A cross-sectional study was conducted using total sample of 1,175 workers, with 565 workers from Portugal and 610 from Brazil. The data provided satisfactory validity evidence based on the internal structure: the expected dimensionality was confirmed, acceptable levels of reliability were found, and measurement invariance was achieved among countries and sex. The measure also demonstrated satisfactory validity evidence based on the relations to other variables, being negatively associated with burnout and positively associated with work engagement, job satisfaction and quality of work. The OTOCS proved to be a relatively short self-report measure with satisfactory validity evidence to be used among Brazilian and Portuguese workers.

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Nursing higher education mergers: Do the benefits outweigh the risks?

Journal of Nursing Education and Practice ◽

10.5430/jnep.v11n6p16 ◽

2021 ◽

Vol 11 (6) ◽

pp. 16

Author(s):

Amita Avadhani

Keyword(s):

Higher Education ◽

Organizational Change ◽

Nursing Education ◽

Organizational Performance ◽

Quality Of Work Life ◽

Work Lives ◽

Quality Of Work ◽

Higher Education Mergers ◽

Faculty And Administrators

Merger as an organizational change has the potential to create turmoil, unrest, and uncertainty among the employees. Despite the shortage of nursing education workforce, global economic hardships have brought on a recent increase in nursing higher education mergers. The focus on integrated operations of the newly merged organization can burden all involved. Financial and business survival factors can create an unintentional oversight of the employee feelings. Nursing education faculty and administrator’s quality of work lives are related to their performance, which ultimately determines organizational performance. The purpose of this qualitative case study was to evaluate the influence of a nursing higher education merger on the quality of work lives of faculty and administrators. Principal results of this research revealed that faculty and administrators perceived the influence of the nursing higher education merger to be negative in the beginning with a transition to a positive influence over 5 years. Challenges in this merger were related to cultural integration and the magnitude of work required for operationalization. Exact timing of transition of the negative influence to positive was not established and needs further research. These results have implications on the nursing higher education institutions planning future mergers. Nursing education leaders must utilize strategies to address the quality of work life factors during the nursing higher education mergers. Implications of maintaining quality of work lives during an organizational change has the potential to address the nursing and nursing education workforce issues.

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