Assessing Organizational Culture Change Readiness: Factors and Frameworks Influencing Successful and Sustainable Transformation (A Case Study of the Central Bank of Uganda)

The purpose of this study was to investigate the influence of key organizational culture factors or drivers of leadership support, effective communication, employee engagement, job satisfaction, and psychological safety on creating readiness for a change project. The study employed a test-retest reliability index, which was found to be r = 0.80, with a sample size of 15 employees and a significance level of p < 0.05. For internal consistency, the Spearman-Brown formula was applied to the split-half reliability. The coefficient alpha for the scales was: A = 0.78, B = 0.76, C = 0.88, D = 0.79, E = 0.75. The sample was made up of 270 BoU staff who were randomly selected using the Excel Random Sampler. Data was collected using a validated and reliable instrument and analyzed using descriptive and inferential statistical methods. The findings showed that there was a significant relationship between leadership support and organizational culture change readiness (r = .712, p < .05). There was a positive and statistically significant relationship between effective communication and organizational culture change readiness (r = .684, p < .05) and a significant positive relationship between employee engagement and organizational culture change readiness (r = .658, p < .05). There was no significant relationship between job satisfaction and organizational culture change readiness (r = .128, p > .05) and no statistically significant relationship between psychological safety and organizational culture change readiness among employees at the BoU (r = .094, p > .05). Based on the findings, it was recommended that BoU sustains long-term culture change readiness by promoting participatory and empowering leadership, supported by effective and consistent communication. BoU should implement regular updates, establish feedback channels, and conduct engagement surveys to monitor employee sentiments, enhance involvement, and address emerging concerns to support continuous cultural transformation.