This paper aimed to find whether there is resistance to change among Croatian Telekom employees and determine which dimensions of resistance are present: affective, behavioral and/or cognitive. The aim of the research was also to identify potential precursations to each of the above three dimensions of resistance to change. Finally, the third goal was to determine the consequences of resistance to change. The results of the study showed that all three dimensions of resistance to organizational changes were present in employees, with negative perceptions regarding rewards from organizational change being the cause of the emotional dimension, while the perception of a potential threat to power was the cause of the cognitive dimension of resistance. Furthermore, the results of the study showed that there is a link between the emotional dimension of resistance and the intention to give up or quit, but not the dependence between the emotional dimension of resistance and job satisfaction. The link between the cognitive dimension of resistance has proved significant in job satisfaction and the intention to give up. However, according to the results obtained, it could not be argued with certainty that there is a link between the behavioral dimension of resistance and the processed effects of resistance on the selected sample.