Purpose The purpose of this paper is to explore the connections between employee engagement, positive organizational psychology and an individual’s ability to adapt to ongoing organizational change. Design/methodology/approach The literature on individual adaptability, positive organizational psychology and employee engagement is reviewed. A model that suggests that a positive work culture enhances employee engagement and in specific cases leads to increased adaptability is developed. Findings While organizational engagement will have a positive effect on the individual’s ability to adapt to changes, job engagement will have the opposite effect, uncovering potential obstacles to change management in organizations. Research limitations/implications Suggestions for future research are provided with the intent to further academic research in this area. This model can serve as a starting point for future research design and can be tested in organizations undergoing various changes. Practical implications A positive culture fosters both job and organizational engagement within an organization. Managers can understand how to cultivate a positive, engaged environment for employees while understanding how certain job changes might have both positive and negative effects on an individual’s ability to adapt. Originality/value A model for identifying relationships between positive organizational behaviors, two types of employee engagement (organizational engagement and job engagement) and an individual’s ability to adapt to change is helpful to researchers and practitioners alike.

中文翻译：

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员工敬业度，积极的组织文化和个人适应能力

目的本文的目的是探讨员工敬业度，积极的组织心理与个人适应正在进行的组织变革的能力之间的联系。设计/方法/方法审查有关个人适应性，积极的组织心理和员工敬业度的文献。建立了一个模型，该模型表明积极的工作文化可以增强员工的敬业度，在特定情况下可以提高适应性。研究发现尽管组织参与对个人适应变化的能力有积极影响，但工作参与却有相反的作用，揭示了组织变革管理的潜在障碍。研究局限性/启示为进一步研究该领域提供了未来研究的建议。该模型可以用作未来研究设计的起点，并且可以在进行各种更改的组织中进行测试。实际意义积极的文化可以促进组织内的工作和组织参与度。管理人员可以了解如何为员工营造积极向上的参与环境，同时了解某些工作变动可能对个人的适应能力产生积极和消极影响。原创性/价值一种模型，用于识别积极的组织行为之间的关系，