RT Article
T1 The effect of multiple climates on readiness for change within the Norwegian Police Service
JF International journal of police science & management
VO 27
IS 3
SP 313
OP 328
A1 Myklebust, Trond
A1 Hafstad, Marius Duhovic
A1 Bjørkli, Cato
A1 Fostervold, Knut Inge
A1 Bjørklund, Roald
A2 Hafstad, Marius Duhovic
A2 Bjørkli, Cato
A2 Fostervold, Knut Inge
A2 Bjørklund, Roald
LA English
YR 2025
UL https://krimdok.uni-tuebingen.de/Record/1935384155
AB Individual readiness for change is considered important for organisations to reach their intended goals. However, less is known about the climate-based antecedents affecting individual readiness for change. The purpose of the study was to examine the relationship between multiple organisational climates and individual readiness for change, using bandwidth-fidelity theory as a framework. More specifically, this study examines the relationship among a molar human relations climate, facet-specific learning climate and individual readiness for change. The human relations climate in this study was defined by Quinn and Rohrbaugh's Competing Values Framework, while learning climate was grounded in the learning organisation paradigm and measured by a modified General Training Climate Scale. A self-report survey was distributed and collected from employees in the Norwegian Police Service (N = 622). The data were analysed using a two-step analytical approach to structural equation modelling. The fit of the measurement models was first evaluated and then the relationships between the constructs were assessed. In both steps, the fit was non-satisfactory and modifications to the measurement and the structural model had to be made. The results revealed that a fully mediated model was preferable and suggests that the relationship between a molar human relations climate is mediated by a facet-specific learning climate. The findings contribute to a more holistic understanding of the effect of climate-based factors on individual readiness for change. Furthermore, the findings contribute to practical implications as it becomes evident that organisations can build organisational capacity for change by implementing a molar human relations climate as a foundation for facet-specific learning climate.
K1 police organisations
K1 individual readiness for change
K1 learning climate
K1 human relations climate
K1 Organisational climate
DO 10.1177/14613557251337304