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The purpose of this study is to investigate the influence of leadership behavior, organizational commitment, organizational support and subjective career success on organizational readiness for change in the healthcare organizations. The authors want to determine if nurses who had higher levels of organizational commitment, organizational support and subjective career success relationships were more open and prepared for change.

Cross-sectional, descriptive-correlational survey design was conducted using self-reported questionnaires to collect data from registered nurses.

The subjective career success was the strongest predictors (β = 0.36, p < 0.001) followed by leadership behavior (β = –0.19, p = 0.03) and participants’ age (β = −0.13, p = 0.049).

This study highlights the influence of leadership behavior, organizational commitment, organizational support and subjective career success on the organizational readiness for change in healthcare organizations. Therefore, this study forms baseline data for future local and national studies. Moreover, it will strengthen the research findings if future research includes a qualitative approach that explores other healthcare professionals regarding readiness for organizational change.

This study provides information to policymakers and healthcare leaders who seek to improve management and leadership skills and respond to organizational change efforts.

It is important to know the extent to which healthcare professionals, especially nurses, understand how the influence of organizational support and organizational commitment on organizational readiness for change, as well as why specific leadership behavior and subjective career success, is important in implementing the change.

This study examined the nurses’ readiness for change in hospitals. Organizational readiness for change could occur in situations where nurses can exert extra efforts at work because of leaders’ behaviors and the relationship between nurses and the institution.

Moving into digital transformation, the development and implementation of smart cities have gained global attention, including in Gulf Cooperation Council (GCC) countries. The aim of this chapter primarily rests on the innovation and sustainability of the implemented smart cities, considering the advantages and benefits gained from the utilization of the latest technologies. It also tackles the challenges faced by these countries in managing smart cities and the processes involved in addressing these challenges toward their resolution. The main contribution of this chapter is to highlight the innovative platforms initiated by Gulf nations on smart cities by modeling transformation and development toward Vision 2040. In the form of a narrative account, the contribution extends to assessing the present status of innovativeness and development through smart cities as a baseline for future development directions in the Gulf region. Documentary evidence was solicited from government reports, private agency documents and files, journals, and newspapers to address the chapter’s objectives. Findings revealed that sustainability issues are prevalent and may impact future management and control of its operations. Key recommendations include the intensification of policies and regulations toward smart cities through information and communication technology maximization in the areas of transportation, education, healthcare, government services, infrastructure, and urban planning. Heightened laws and policies to address privacy and security, water, energy, technological infrastructure, overcrowding and traffic congestion, and funding. More collaborative efforts should be made by the different stakeholders, such as the government, private companies, non-government organizations, and individual experts, to ensure the smart city’s sustainable operations.