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Tuyển tập báo cáo các nghiên cứu khoa học quốc tế ngành y học dành cho các bạn tham khảo đề tài: Clinicians’ perceptions of organizational readiness for change in the context of clinical information system projects: insights from two cross-sectional surveys | Paré et al. Implementation Science 2011 6 15 http www.implementationscience.eom content 6 1 15 IMPLEMENTATION SCIENCE Implementation Science RESEARCH Open Access Clinicians perceptions of organizational readiness for change in the context of clinical information system projects insights from two cross-sectional surveys Guy Paré1 Claude Sicotte2 Placide Poba-Nzaou1 George Balouzakis3 Abstract Background The adoption and diffusion of clinical information systems has become one of the critical benchmarks for achieving several healthcare organizational reform priorities including home care primary care and integrated care networks. However these systems are often strongly resisted by the same community that is expected to benefit from their use. Prior research has found that early perceptions and beliefs play a central role in shaping future attitudes and behaviors such as negative rumors lack of involvement and resistance to change. In this line of research this paper builds on the change management and information systems literature and identifies variables associated with clinicians early perceptions of organizational readiness for change in the specific context of clinical information system projects. Methods Two cross-sectional surveys were conducted to test our research model. First a questionnaire was pretested and then distributed to the future users of a mobile computing technology in 11 home care organizations. The second study took place in a large teaching hospital that had approved a budget for the acquisition of an electronic medical records system. Data analysis was performed using partial least squares. Results Scale items used in this study showed adequate psychometric properties. In Study 1 four of the hypothesized links in the research model were supported with change appropriateness organizational flexibility vision clarity and change efficacy explaining 75 of the variance in organizational readiness. In Study 2 four hypotheses were also supported .
