方法对比
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| 实施领导力量表 (ILS)× | 组织变革实施准备度 (ORIC)× | |
|---|---|---|
| 领域 | 实施科学 | 实施科学 |
| 方法族 | Process / pipeline | Process / pipeline |
| 起源年份 | 2014 | 2014 |
| 提出者≠ | 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 |
| 类型≠ | Self-report questionnaire | Self-report organizational survey |
| 开创性文献≠ | 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. 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 ↗ |
| 别名 | ILS, Implementation Leadership, ILS-12 | ORIC, Organizational Readiness for Change, ORIC-12 |
| 相关 | 5 | 5 |
| 摘要≠ | 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. |
| ScholarGate数据集 ↗ |
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