Team Readiness for Organizational Change: Model Development

he aim of this research was to develop a model for team readiness for organisational change. The research process involved several stages, with the most significant being the analysis of theoretical concepts and confirmatory factor analysis (CFA). 127 participants, aged 19-55 and working in teams ranging from 2-21 members, completed an online survey. Four variables were identified as indicators of team readiness: team reflexivity, emotional climate within the team, team commitment, and general cognitive beliefs. Hypotheses for the study:1) Team readiness for organisational changes has a four-dimensional structure; 2) The team's reflexivity, emotional climate, commitment, and s shared beliefs form the basis for the team's readiness for organizational change. Based on confirmatory factor analysis, the overall model fit is considered satisfactory, supporting the earlier hypotheses (х2 = 3.64, p=0.16, df = 2, CFI = .97, SRMR = .04, TLI = .92). However, there are some concerns due to the root mean square error of approximation (RMSEA) value (.08), indicating a possible need to reconsider some aspects of the model or account for unmeasured factors, which does not negate the findings from the theoretical analysis. Additionally, factor loadings and residual variances suggest that some elements may not be fully consistent, requiring further analysis and model refinement. This study therefore lays the groundwork for further research into team readiness for change.Opportunities are emerging for further research into the structure of team readiness for change. For example, there is a need to increase the number of factors that are taken into account and to study these factors in the context of teams.