MM, A., AAM, E., H, E., HA, G. (2021). Resistance to Change among Healthcare Providers at a Teaching Hospital: Base Line Data. Egyptian Journal of Occupational Medicine, 45(3), 149-166. doi: 10.21608/ejom.2021.193268
Al-Tehewey MM; El Nawam AAM; Elkholy H; Gabal HA. "Resistance to Change among Healthcare Providers at a Teaching Hospital: Base Line Data". Egyptian Journal of Occupational Medicine, 45, 3, 2021, 149-166. doi: 10.21608/ejom.2021.193268
MM, A., AAM, E., H, E., HA, G. (2021). 'Resistance to Change among Healthcare Providers at a Teaching Hospital: Base Line Data', Egyptian Journal of Occupational Medicine, 45(3), pp. 149-166. doi: 10.21608/ejom.2021.193268
MM, A., AAM, E., H, E., HA, G. Resistance to Change among Healthcare Providers at a Teaching Hospital: Base Line Data. Egyptian Journal of Occupational Medicine, 2021; 45(3): 149-166. doi: 10.21608/ejom.2021.193268
Resistance to Change among Healthcare Providers at a Teaching Hospital: Base Line Data
1Department of Community, Environmental and Occupational Medicine, Neurology and Psychiatry, Faculty of Medicine, Ain Shams University,
2Quality resident, Damanhour Teaching Hospital.
3Department of Neurology and Psychiatry, Faculty of Medicine, Ain Shams University,
4Department of Community, Environmental and Occupational Medicine, Faculty of Medicine, Ain Shams University
Abstract
Introduction: Healthcare sector continues to experience significant changes resulting from market shifts and the introduction of new technologies. Employee resistance to change (RTC) has been suggested to be one of the greatest obstacles facing these changes. Aim of Work: to measure the level of readiness and resistance to change among healthcare providers in Damanhour Teaching Hospital, and to identify factors affecting them. Material and Methods: A cross-sectional study was performed among a sample of 305 healthcare providers using a self-administered questionnaire including socio-demographic data, job details including years of experience in the present job, years of experience since graduation, being a leader and working at the specialized building which joins the model hospital project, Validated Arabic version of Readiness for change scale (RFC), and Validated Arabic version of Resistance to change scale (RTC). Results: The studied sample had high readiness for change (RFC) and moderate resistance to change. There was a moderate negative statistically significant correlation between resistance to change and readiness for change scores (r=-0.36, p-value <0.001). Employees who were single or married; worked in a leadership position, or joined the model hospital project were more ready for change. Older employees with longer experience from graduation and who joined the model hospital project were less resistant to change. Conclusion and Recommendations: Participants in the current study had high RFC and moderate RTC and both were negatively correlated. Being married, working in a leadership position, and employed in joining the model hospital
project were significant independent factors that affected RFC. Adoption of changesupportive work environment became a fundamental issue; leaders should engage the employee in the organizational planning. Also, identifying employees ready for change and using them as a spark for change as well as early diagnosis and management of resistance to change could pave the way to make change happen.
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