This thesis aimed to examine how attitudes toward organisational change are formed within the context of a Queensland public sector organisation. Incorporating elements of previous research, the model put forth in this study was comprised of individual-level and contextual variables, with change schema added as a potential mediator of the relationships between the variables and attitude toward change. Surveys were distributed to Queensland public sector staff, and the data collected from these was analysed using multiple regression. Results of this study suggested that, overall, the model incorporating contextual and individual-level variables, mediated by schema, was able to successfully predict attitude toward change. The significance of change schema variable was found to be a powerful predictor of attitude, and mediator of the relationship between normative commitment and challenge on attitude toward change. Several direct relationships between the predictor variables and attitude toward change were also found. Implications arising from this study include the need for managers to take a more holistic approach to understanding organisational change. Both context and characteristics of employees play a role in determining change outcomes.