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Table 2 Implementation determinants measured in this study, sub dived per main category

From: The design of a real-time formative evaluation of the implementation process of lifestyle interventions at two worksites using a 7-step strategy (BRAVO@Work)

Main categories of implementation determinants Measured implementation determinants
Characteristics of the socio-political context 1. Willingness of participants to cooperate with the innovation
2. Degree to which the participant is aware of the health benefits of the innovation
3. The extent to which the innovation fits into existing rules, regulations and legislation
Characteristics of the organization 4. Decision making process and procedures in the organization: top-down or bottom-up
  5. Hierarchical structure: extent to which decision making process is formalized through hierarchical procedures
6. Formal reinforcement by management to integrate the innovation into organizational policies
7. Organizational size (number of employees): large, medium, small
8. Functional structure (task oriented) versus product structure (output oriented)
9. Staff turnover: high, average, low
10. Degree of staff capacity in the organization or department that implements the innovation
11. Available expertise, in relation to the innovation in the organization or department
12. Number of potential users to be reached
13. Financial resources made available for implementing the innovation
14. Reimbursement for implementers/organizations to facilitate extra efforts in applying the innovation
15. Other resources made available for implementing the innovation (e.g. equipment, manuals)
16. Administrative support available to the implementers of the innovation
17. Time available to implement the innovation
18. Availability of staff responsible for coordinating implementation in the organization
  19. The implementers are involved in the development of the innovation
20. Opinion leaders who influence opinions of others in the organization or department
21. Cooperation with external partners with respect to the implementation of the innovation
Characteristics of the adopting person/user 22. Support from colleagues in implementing the innovation
23. Support from other implementers within the project in implementing the innovation
24. Support from their supervisors in the department with respect to the implementation of the innovation
25. Support from higher management in the organization with respect to the implementation of the innovation
  26. Extent to which colleagues implement the innovation (modeling)
27. Extent to which the implementer has the skills needed to implement the innovation
28. Extent to which the implementer has the knowledge needed to implement the innovation
29. Self-efficacy: confidence of the implementer to perform the behavior needed to implement the innovation
30. Extent to which ownership by the implementer is perceived
31. Extent to which the innovation first the perceived task orientation of the implementer
32. Extent to which the implementer expects that the participant will cooperate with the innovation
33. Extent to which the implementer expects that the participant will be satisfied with the innovation
34. Extent to which the goals of the different implementers with respect to the innovation are contradictory
35. Extent to which the implementer has ethical problems with the innovation
36. Attitude of the implementer with respect to the innovation
37. Outcome expectations of the implementer and participants with respect to the innovation
38. Perceived social norm with respect to the innovation by colleagues and supervisors
39. User directed performance feedback: formative or summative feedback
40. Personal benefits for the implementers
41. Extent to which the implementers work as a team
Characteristics of the innovation 42. Extent to which the procedures/guidelines of the innovation are clear
  43. Extent to which the procedures/guidelines are read by the implementers
44. Extent to which the innovation is complete
45. Extent to which the innovation is too complex to work with
46. Information provided: sufficient, insufficient.
47. Compatibility: degree to which the innovation is perceived as consistent with existing work procedures
48. Triability: extent to which the innovation can be subjected to trial
49. Relative advantage: extent to which the innovation is perceived as advantageous
50. Observability: degree to which the results of the innovations are observable to the implementer
51. Extent to which the innovation is appealing to use
52. Relevance of the innovation for the participant: extent to which the innovation has added value
53. Frequency of use of the innovation: high, low
54. Image of the innovation in the organization: positive, negative