Abstract
This study examines the effects of change meaningfulness, psychological safety, change self-efficacy, and transformational leadership on proactive work behavior and championing behavior through the mediating role of change-oriented work engagement among employees in an Indonesian Government Secretariat Institution undergoing organizational transformation. Using a quantitative survey approach, 414 valid responses were analyzed with PLS-SEM through SmartPLS. The results show that transformational leadership is the strongest predictor of change-oriented work engagement, followed by change self-efficacy and psychological safety, while change meaningfulness has no significant direct effect. Furthermore, change-oriented work engagement significantly mediates the relationship between all predictors and both adaptive behaviors, particularly championing behavior, highlighting its important role in supporting organizational change in the Indonesian public sector.