<p>Organizational change initiatives fail at a persistently high rate, and a growing body of scholarship attributes much of this failure not to poor planning or inadequate resourcing, but to a mismatch between the proposed change and the underlying culture of the organisation attempting it. This study examines the relationship between organisational culture and change management success using a mixed-methods design that combines a quantitative survey of employees across multiple industries with qualitative interviews of change leaders and staff who have recently experienced a major organizational change. The quantitative phase, grounded in the Competing Values Framework and Kotter&#39;s eight-step model of change, tests the association between four cultural archetypes&mdash;clan, adhocracy, market, and hierarchy&mdash;and perceived change success. The qualitative phase explores, through semi-structured interviews, the mechanisms by which culture enables or obstructs change, including communication norms, trust, leadership style, and employee readiness. Findings indicate that adhocracy and clan cultures are associated with significantly higher perceived change success than hierarchy or market cultures, and that psychological safety, transparent communication, and visible leadership commitment mediate this relationship. The paper concludes with a set of practical recommendations for aligning change strategy with cultural context and proposes an integrated framework for diagnosing cultural readiness prior to launching change initiatives.</p>