Hypotheses | |
---|---|
H1 | The positive relationship between the implementation and sustainment facilitation and staff time-to-proficiency will be moderated by |
 |  H1a Staff’s motivational interviewing experience |
 |  H1b Staff’s personal recovery status |
 |  H1c Organization’s readiness for implementing change |
 |  H1d Organization’s implementation climate |
 |  H1e Organization’s leadership engagement |
 |  H1f Organization’s tension for change |
H2 | The positive relationship between the implementation and sustainment facilitation and staff implementation effectiveness will be moderated by |
 |  H2a Staff’s motivational interviewing experience |
 |  H2b Staff’s personal recovery status |
 |  H2c Organization’s readiness for implementing change |
 |  H2d Organization’s implementation climate |
 |  H2e Organization’s leadership engagement |
 |  H2f Organization’s tension for change |
H3 | The positive relationship between the implementation and sustainment facilitation and staff level of sustainment will be moderated by |
 |  H3a Staff’s motivational interviewing experience |
 |  H3b Staff’s personal recovery status |
 |  H3c Organization’s readiness for implementing change |
 |  H3d Organization’s implementation climate |
 |  H3e Organization’s leadership engagement |
 |  H3f Organization’s tension for change |
H4 | Staff implementation effectiveness will mediate the relationship between staff time-to-proficiency and staff level of sustainment |