Doss, Kristin L.
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In today’s workforce, organizations must be more innovative than ever before due to increased competition within and external to their industry. Hiring leaders effective in change management is no longer enough, and organizations and research alike are beginning to focus more on change leadership. The focus of this study is to bridge a gap between the organizational change literature and leadership literature by investigating Big Five personality and leadership capability (leadership development level) as predictors of change leadership. It is hypothesized that in a model including both leadership development level and personality as predictors, leadership development level will account for a unique component of variance in change leadership, beyond that which is accounted for by personality.