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How do dispositions affect an individual's attitudes and behaviors during organizational change? In this systematic and meta‐analytic investigation, using data from 154 articles (168 independent samples), we classify a broad set of dispositions into a previously validated two‐factor dispositional model. This model distinguishes between two dispositional factors that shed light on individuals’ adaptation to change: positive self‐concept and risk tolerance. Drawing from trait activation theory (TAT), we examine the magnitude of effects between each dispositional factor and various groups of outcomes: explicit change responses (e.g., resistance), well‐being (e.g., stress), work attitudes (e.g., job satisfaction), and work behaviors (e.g., job performance). We also evaluate the moderating effects of the change context (its stage, dimensions, and types), national context (cultural dimensions), and study design. To this end, we conducted multi‐level meta‐analyses using samples of employees who experienced organizational change. Our findings support the notion that during organizational change, positive self‐concept and risk tolerance are valid predictors across outcome categories and demonstrate that positive self‐concept is more strongly associated with several employees’ change responses and work attitudes than risk tolerance. These associations vary depending on the type of outcome, the stage of change, the national cultural dimension, and the study design, and to a lesser degree, the dimension and type of change. Finally, we offer theoretical and empirical research directions for organizational change and personality scholars.