The conceptual framework put forward by Holt et al. (2007) for their scale measuring Readiness for Organizational Change (cf. attached picture) seems promising but I'm not sure how it can be adapted qualitatively to come up with in-depth interview questions. Any help is more than appreciated.
I am not sure that the key formulation on the left-hand side of the dagram is of much use. How could content or process not matter? When do individuals and context not play a crucial role? On top of that, this is a classic example of a model where "everything affects everything." In other words, this so-called theory would be hard to contradict.
Instead, a qualitative researcher would concentrate on which elements of content and process made the most difference, and how specific individuals and specific elements of context influenced the overall outcome.
If you are researching a specific organizational change, then I would recommend that your interview questions should be based around a participant's experiences with that change. For example, you might ask each of them to create a timeline, starting with when they first heard about the potential change, and then locating what they consider to be important points since that beginning.
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