ABSTRACT
It is a long recognized “truth” that organizations must change to survive (e.g. Armenakis and Harris, 2009). Organizational change can be stressful for employees (Rafferty and Griffin, 2006), which sets up a double bind situation. For organizations to remain healthy, they must manage change in such a way that employees’ well-being is not compromised. Further, some organizational changes may be necessitated to prevent employee ill-health and promote employee well-being. This chapter reviews the change management and organizational development literature to provide frameworks for guiding organizational interventions to enhance the health and well-being of organizations and their employees.
