The goal of this study is to ascertain and examine how management support influences employee behavior in the face of organizational change. This research understands how management support factors can moderate the relationship between employee change behavior and its impact on the organization. The research design uses a quantitative approach through a survey. The unit of analysis in this research is employees and teaching staff at a private university, which has a total of 73 respondents. The data analysis technique was carried out with the SEM-PLS approach to test the hypothesis. The results of the data analysis show that there is a negative influence between employee behavior and organizational change of 0.188, which is statistically significant because the t-count value is 1.318 (smaller than 1.96). Management support has a positive influence on organizational change. There is a weak moderating effect on organizational change, with a value of 0.188. The managerial implications of this study can guide the management of private universities in improving management support and encouraging management to communicate with employees more actively during the organizational change process. It also underlines the importance of managerial training in dealing with organizational change and identifying barriers to change that may arise. The results of this study can also help the management team develop a more effective change strategy. Private universities can increase the level of employee satisfaction and performance and ultimately improve the overall efficiency of the organization in the future.