Readiness for Change: Assessing Employee Commitment to Peer Worker Integration in Drug Court Settings

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dc.contributor.advisorWyatt-Nichol, Heather
dc.contributor.advisorSeabrook, Renita
dc.contributor.advisorBellamy, Chyrell
dc.contributor.authorIzquierdo, Brandee
dc.contributor.departmentUniversity of Baltimore. College of Public Affairsen_US
dc.contributor.programUniversity of Baltimore. Doctor of Public Administrationen_US
dc.date.accessioned2021-11-22T20:43:42Z
dc.date.available2021-11-22T20:43:42Z
dc.date.issued2021-11-10
dc.descriptionDissertation submitted to the College of Public Affairs of the University of Baltimore in partial fulfillment of the requirements for the degree of Doctor of Public Administration.
dc.descriptionD.P.A. -- University of Baltimore, 2021
dc.description.abstractThe purpose of this study was to assess Maryland Drug Court employees’ readiness and perceived commitment to peer worker integration, as measured by the Readiness for Organizational Change Scale and the Commitment to Organizational Change Scale. A non-experimental quantitative cross-sectional correlational study was conducted with 110 employees of multidisciplinary teams within Maryland’s Office of Problem-Solving Courts. Kurt Lewin’s “unfreeze, change, refreeze” change model was utilized as the overarching conceptual framework. Results suggest that an employee’s readiness for peer worker integration is a precursor to an employee’s commitment to peer worker integration, and therefore predicts an employee’s probability of behavior prior to, during, and after peer worker integration. Therefore, drug courts should consider establishing initial and ongoing training for staff that specifically focuses on the purpose of the peer worker within the multidisciplinary team while also ensuring there is a strategic communication plan on the role and function of the peer worker. Additionally, drug courts could establish a peer worker referral system in the early stages of the drug court participant’s induction to increase interaction between the peer worker and multidisciplinary team members. Finally, drug courts should consider focusing on formally incorporating peer workers into the policies and procedures of drug courts and establish an evaluative process that includes peer workers in terms of drug court outcome measures.en_US
dc.format.extent160 leavesen_US
dc.format.mimetypeapplication/pdf
dc.genrethesesen_US
dc.identifierdoi:10.13016/m2sylo-d4nv
dc.identifier.otherUB_2021_Izquierdo_B
dc.identifier.urihttp://hdl.handle.net/11603/23441
dc.language.isoen_USen_US
dc.rightsAttribution-NonCommercial-ShareAlike 3.0 United States*
dc.rightsThis item may be protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
dc.rights.urihttp://creativecommons.org/licenses/by-nc-sa/3.0/us/*
dc.subjectreadiness for change, commitment to organizational change, peer worker integration, drug courts, criminal justice, behavioral health, substance useen_US
dc.titleReadiness for Change: Assessing Employee Commitment to Peer Worker Integration in Drug Court Settingsen_US
dc.typetexten_US

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