Date of Award


Document Type


Degree Name

Doctor of Education (EdD)


Executive Leadership

First Supervisor

Mary S. Collins

Second Supervisor

Lynn W. Nichols


The purpose of this study was to determine factors that influence the readiness of frontline workers toward a nursing home’s planned organizational change. Individual levels of readiness toward change were assessed to determine if there were differences in levels of readiness and: organizational commitment, relationship with direct supervisor, and perceived organizational support. Demographic variables were also assessed to determine whether a relationship existed with change readiness. A quantitative method was employed for the study using a single-subject survey design. 460 employees from a large not-for-profit nursing home in upstate New York completed the survey. The organization was in the planning stage of a transformational change. While none of the demographic variables showed a statistically significant relationship with change readiness, each of the independent variables did. Moderately strong positive correlations were found between change readiness and: relationship with supervisor ( r ( 324 ) = .376, p < .001), organizational commitment ( r (343) = .480, p < .001), and organizational support ( r (307) = .392, p < .001). Results of hierarchical regression analysis demonstrated a statistically significant positive relationship between change readiness and: commitment to the organization and relationship with supervisor; together predicting 32 percent of the overall change readiness scores. This study expands the body of knowledge relative to change readiness. However, many aspects of the model of readiness (Armenakis et al., 1993) have yet to be tested. The Organizational Change Recipients’ Belief Scale (OCRBS) provides researchers with a uniform assessment to further test the model (Armenakis et al., 2007).

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