Organizational change research has evolved substantially over the past two decades, challenging long-held assumptions about how employees respond to transformation initiatives. Drawing on a comprehensive review of 87 empirical studies spanning 2008–2024, this article examines the shift from binary "support versus resistance" frameworks toward multidimensional models that account for cognitive, affective, and behavioral dimensions of change responses. We explore four distinct response types—proactivity, acceptance, resistance, and disengagement—with particular attention to the understudied yet pervasive phenomenon of employee disengagement. The article synthesizes evidence on five categories of predictors (individual differences, change process, change context, change content, and change recipients' relationships), highlights critical gaps in understanding change attributes and cultural contexts, and presents evidence-based organizational interventions ranked by effect size. Practitioners will find actionable strategies for managing change across different stages, contexts, and cultural settings, alongside guidance for evaluating research claims and building sustainable change capabilities. Importantly, longitudinal evidence shows employee responses worsening by an average of 0.25 standard deviations during the first year of implementation, requiring stage-appropriate interventions and realistic timeline expectations.
Jonathan Westover (Wed,) studied this question.