The emergence of organizational change and innovation as issues for concern among academics and practitioners alike has been noted in several quarters of late (British Psychology Society 1988; Arnold, Robertson and Cooper 1991; Hollway 1991). Separate literatures have emerged on innovation and on change, although the nature of this distinction has been seldom theorized. Given the tumultuous political and socio-economic developments in Eastern Europe, and given the derestriction of the labour market within the European Community, it is not surprising that work and organization (W/O) psychologists are recognizing organizational change as an emergent theme of enormous importance.