Table 2.
Quality content analysis of interviews with managers (n = 22)
| Category in ORC | Sub-category | Explanation |
|---|---|---|
| Change efficacy | Competence and confidence (F/B) | Competence and confidence have to do with the staff’s experience and knowledge concerning palliative care issues and their beliefs that they can learn the principles of palliative care and develop evidence-based palliative care in the nursing home |
| Face dying persons (B) | Facing dying persons concerns the staff’s beliefs in their capabilities to address or handle death and dying persons to be able to develop evidence-based palliative care in the nursing home | |
| Change commitment | Motivation (F/B) | Motivation concerns the staff’s willingness and determination to develop evidence-based palliative care in the nursing home |
| Attitudes to work in general (F/B) | Attitudes to work are associated with the staff’s interest and engagement in their work in general of potential relevance for developing evidence-based palliative care in the nursing home | |
| Attitudes to changes at work (B) | Attitudes to changes at work are related to the staff’s resolve to pursue development of evidence-based palliative care in the nursing homes despite experiencing many concurrent changes at work | |
| Context | Resources (B) | Resources refer to the availability of financial and personnel resources of relevance to developing evidence-based palliative care in the nursing home |
| Time (B) | Time has to do with the availability of time to allow the staff to learn the principles of palliative care and develop evidence-based palliative care in the nursing home | |
| Plans (F/B) | Plans relate to developing structures or concrete strategies for continued efforts to develop evidence-based palliative care in the nursing home | |
| Leadership (F) | Leadership deals with the influence of the nursing home managers and other leaders on the staff in order to develop evidence-based palliative care in the nursing home | |
| Decisional latitude (F/B) | Decisional latitude refers to the nursing home managers’ autonomy to make work-related decisions conducive to developing evidence-based palliative care in the nursing home |
The three categories of the Organizational Readiness to Change (ORC) theory concern change efficacy, change commitment, and context [17]. The sub-categories act as facilitators (F) and/or barriers (B). F are those that are likely to contribute to or enable development of evidence-based palliative care according to the managers’ statements, whereas B are those factors that can be expected to hinder this development on account of the managers’ descriptions. Some factors functioned as both F and B (listed as F/B)