Validity testing using Pearson correlation for critical barriers
| Statement | Pearson correlation |
|---|---|
| Lack of top management commitment | 0.682 |
| Limited availability of financial resources | 0.350 |
| The fear of change | 0.610 |
| The high work overload | 0.527 |
| Lack of customer orientation | 0.749 |
| Lack of clear measurement system | 0.697 |
| Lack of qualified employees | 0.757 |
| The long implementation time needed | 0.595 |
| Lack of perceived benefits stemming from the BEMs | 0.708 |
| Lack of a culture of continuous improvement | 0.801 |
| Too prescriptive nature of BEMs | 0.505 |
| Lack of organization strategy | 0.770 |
| Lack of adequate support from BE awards custodians | 0.391 |
| Not having a steering group and improvement teams to drive the BE effort | 0.0630 |
| Lack of clear organizational roles and responsibilities | 0.733 |
| Statement | Pearson correlation |
|---|---|
| Lack of top management commitment | 0.682 |
| Limited availability of financial resources | 0.350 |
| The fear of change | 0.610 |
| The high work overload | 0.527 |
| Lack of customer orientation | 0.749 |
| Lack of clear measurement system | 0.697 |
| Lack of qualified employees | 0.757 |
| The long implementation time needed | 0.595 |
| Lack of perceived benefits stemming from the BEMs | 0.708 |
| Lack of a culture of continuous improvement | 0.801 |
| Too prescriptive nature of BEMs | 0.505 |
| Lack of organization strategy | 0.770 |
| Lack of adequate support from BE awards custodians | 0.391 |
| Not having a steering group and improvement teams to drive the BE effort | 0.0630 |
| Lack of clear organizational roles and responsibilities | 0.733 |
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