ABSTRACT
This chapter aims to understand the dark and bright side of organizational change. Examining the impact of change on individuals and organizations may reveal important contingencies that can explain how positive organizational outcomes during times of change can be stimulated. The high failure rate of organizational change may explain why research very often focuses on the dark side of organizational change. The analysis of the positive impact of organizational change can be found in research that considers anticipated positive outcomes such as more interesting and challenging work, increased personal development or improved employability, and increased pay. Taken together, the evidence regarding the negative and positive side of organizational change suggests that rather than treating change as good or bad, researchers should focus on the factors that highlight the negative or positive potential of change. The chapter also presents an overview of the key concepts discussed in this book.
