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| Scala sull'atteggiamento verso la pratica basata sull'evidenza (EBPAS-36)× | Pronta Organizzativa all'Implementazione del Cambiamento (ORIC)× | |
|---|---|---|
| Campo | Scienza dell'implementazione | Scienza dell'implementazione |
| Famiglia | Process / pipeline | Process / pipeline |
| Anno di origine≠ | 2005 | 2014 |
| Ideatore≠ | Gregory A. Aarons, PhD | Christopher M. Shea, PhD; Sarah R. Jacobs, PhD; Dean A. Esserman, PhD; and colleagues |
| Tipo≠ | Self-report questionnaire | Self-report organizational survey |
| Fonte seminale≠ | Aarons, G. A. (2011). Evidence-Based Practice Attitude Scale-50 (EBPAS-50) and EBPAS-36 short form: Psychometric properties. Implementation Science, 6(1), 89. link ↗ | 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. DOI ↗ |
| Alias | EBPAS, EBPAS-36, Evidence-Based Practice Attitude | ORIC, Organizational Readiness for Change, ORIC-12 |
| Correlati | 5 | 5 |
| Sintesi≠ | The EBPAS-36 is a 36-item self-report questionnaire that assesses clinicians' and organizational leaders' attitudes toward adopting and implementing evidence-based practices (EBP). Developed by Aarons in 2005 and refined through multiple validation studies, it measures four core dimensions: perceived requirements to adopt EBP, the appeal and usefulness of EBP to individual practice, organizational openness to innovation, and perceived divergence between current practice and EBP requirements. The EBPAS is widely used in healthcare, mental health, child welfare, and substance abuse treatment settings to predict adoption readiness and guide implementation planning. | 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. |
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