Bandingkan metode

	Skala Iklim Implementasi (ICS)	Kesiapan Organisasi untuk Implementasi Perubahan (ORIC)
Bidang	Ilmu Implementasi	Ilmu Implementasi
Keluarga	Process / pipeline	Process / pipeline
Tahun asal	2014	2014
Pencetus	Michelle G. Ehrhart, PhD; Gregory A. Aarons, PhD; Lydia R. Farahnak, PhD	Christopher M. Shea, PhD; Sarah R. Jacobs, PhD; Dean A. Esserman, PhD; and colleagues
Tipe	Self-report organizational survey	Self-report organizational survey
Sumber perintis	Ehrhart, M. G., Aarons, G. A., & Farahnak, L. R. (2014). Assessing the organizational context for EBP implementation: The Development and Validity Testing of the Implementation Climate Scale (ICS). Implementation Science, 9, 157.	Shea, C. M., Jacobs, S. R., Esserman, D. A., Wagner, S. L., & Kraemer, D. F. (2014). Organizational readiness for implementing change: A psychometric assessment of a new measure. Implementation Science, 9, 26.
Alias	ICS, Implementation Climate, Implementation Climate Scale-4	ORIC, Organizational Readiness for Change, ORIC-12
Terkait	5	5
Ringkasan	The Implementation Climate Scale (ICS) is a brief organizational assessment tool that measures the extent to which an organization's work climate, policies, and systems are aligned with and supportive of evidence-based practice (EBP) implementation. Developed by Ehrhart, Aarons, and Farahnak in 2014, the ICS measures four dimensions of organizational implementation climate: Focus (degree to which EBP is a priority in organizational goals), Support (availability of resources and protected time for EBP), Reward (incentive structures and recognition for EBP use), and Expectations (leadership communication of expectations for EBP adoption and fidelity). The ICS provides a concise snapshot of whether organizational systems and policies actively facilitate or hinder EBP uptake, and has demonstrated strong predictive validity for implementation fidelity and sustainability.	The Organizational Readiness for Implementing Change (ORIC) is a 12-item self-report measure that assesses organizational readiness to implement evidence-based practices and innovations. Developed by Shea and colleagues in 2014, the ORIC measures two critical dimensions of organizational readiness: Change Commitment (the extent to which staff and leadership are motivated and dedicated to implementing change) and Change Efficacy (the extent to which staff believe they have the capability and resources to successfully implement the change). The ORIC is grounded in implementation science theory and has demonstrated strong psychometric properties and predictive validity for implementation success across healthcare, mental health, and organizational settings.