The present investigation offers some insight for human resource development (HRD) practitioners and researchers focused on helping employees pursue learning goals as they adapt to organizational changes. Using a repeated measurement over a five-year time period, this study examined goal orientation, learning self-efficacy, climate perceptions, and job performance in a post-acquisition corporate context. This article proceeds as follows: First, a brief review of research on goal orientation and self-efficacy in relation to learning and job performance is provided. Contextual moderators of this relationship, particularly organizational climate perceptions, are then described. Next, goal orientation is discussed in terms of potential contribution to employees' adaptation to large-scale organizational change. Results, discussed at the end, suggest that individual characteristics such as goal orientation and learning self-efficacy beliefs are most helpful when employees perceive a supportive innovation policy and supervisory encouragement of updating behaviors. (Contains 2 tables.)