So sánh phương pháp

	Thang đo Lãnh đạo Triển khai (ILS)	Sẵn sàng của Tổ chức để Thực hiện Thay đổi (ORIC)
Lĩnh vực	Khoa học triển khai	Khoa học triển khai
Họ	Process / pipeline	Process / pipeline
Năm ra đời	2014	2014
Người khởi xướng	Gregory A. Aarons, PhD; Michelle G. Ehrhart, PhD; Lydia R. Farahnak, PhD	Christopher M. Shea, PhD; Sarah R. Jacobs, PhD; Dean A. Esserman, PhD; and colleagues
Loại	Self-report questionnaire	Self-report organizational survey
Công trình gốc	Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., & Sklar, M. (2014). Aligning leadership across systems and organizations to develop integrated care. Journal of Behavioral Health Services & Research, 41(2), 159–178.	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.
Tên gọi khác	ILS, Implementation Leadership, ILS-12	ORIC, Organizational Readiness for Change, ORIC-12
Liên quan	5	5
Tóm tắt	The Implementation Leadership Scale (ILS) is a 12-item self-report measure that assesses unit-level leadership behaviors critical to successful implementation of evidence-based practices and innovations. Developed by Aarons, Ehrhart, and Farahnak in 2014, the ILS measures four dimensions of implementation leadership: proactive leadership, knowledgeable leadership, supportive leadership, and perseverant leadership. This brief, validated instrument is designed to capture frontline leaders' (managers, supervisors, unit heads) implementation-specific behaviors as perceived by clinical staff, and is widely used in healthcare implementation research to evaluate leadership effectiveness and predict implementation success.	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.