This study aimed to improve our understanding of what constitutes a healthy organizational change process among university employees. Positive attitudes and proactive participation towards organizational change were presumed to affect and be affected by personality resources measured via core self-evaluations and work-related motivational wellbeing (vigor). The study utilized three-wave longitudinal data collected in two large Finnish universities during their recent process of organizational

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... ange (n = 926). Structural equation modeling was employed to establish the direction of the relationships between the variables. The results showed that high levels of both core self-evaluations and vigor were associated with more favorable perceptions of organizational change: employees high in core selfevaluations and vigor were more satisfied with the changes and the information provided about the changes, and were also more likely to be actively involved in the change process. It was further found that positive attitudes to change mediated the relation between vigor and core self-evaluations: vigorous employees perceived the organizational changes more positively, which in turn strengthened their internal self-evaluations. Overall, these longitudinal results show that, among university employees, core self-evaluations and vigor are both important resource factors influencing perceptions and reactions to organizational changes.