Influence of positive affect on readiness for change following the pandemic: a moderated mediation study

Purpose This study explores resilience as a mediator and mindfulness at work as a moderator in a moderated mediation model, explaining how and when positive affect influences employee readiness for change. Design/methodology/approach Data were collected from Thai workers from various sectors at two time points during the pandemic recovery period. Hypotheses were tested and analyzed using confirmatory factor analysis, structural equation modeling, the PROCESS macro, and a bootstrapping procedure. Findings The results reveal that resilience partially mediates the relationship between positive affect and readiness for change. In addition, mindfulness at work through resilience conditionally makes the impacts of positive affect on readiness for change. Research limitations/implications A self-reported questionnaire may introduce bias due to the social desirability effect, raising concerns about common method bias. Additionally, the use of snowball and online survey techniques may lead to sampling selection bias. Future research could address this by collecting data from a wider range of sources and more diverse samples, with careful tracking of informant recruitment. Practical implications Organizations should cultivate a culture of gratitude to promote positive affect and foster positive work experiences. Furthermore, developmental programs aimed at enhancing resilience skills, along with mindfulness practices in the workplace, should be implemented to boost employee readiness for change. Originality/value This study reinforces the Conservation of Resources Theory in the context of change management and extends the understanding of psychological resources that facilitate readiness for change.