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This paper aims to contribute to an understanding of how individual characteristics and perceived contextual conditions shape reflection in professional work, particularly in workplaces that provide a variety of work experiences related to changes. The authors examine the effects of personal initiative, self-efficacy and perceived psychological safety in work relations with colleagues and supervisors on individuals’ reflection at work.

A sample of 84 client advisors who had recently been affected by major changes in retail banking workplaces participated in the study. The participants completed a questionnaire consisting of instruments to map their self-rated personal initiative, self-efficacy beliefs, reflection at work and perception of psychological safety in work relations with colleagues and supervisors. The data were analysed by performing correlation analyses and hierarchical regression analyses.

The results revealed that both individuals’ personal initiative and self-efficacy significantly positively affect reflection at work. An individual’s perception of psychological safety – particularly among peers – positively predicts reflection.

This paper enriches the research on reflection in professional work, particularly against the backdrop of workplace changes. This is done by emphasising the power of individuals’ proactive role and initiative-taking work behaviour; positive beliefs in their own capabilities, e.g. managing the various opportunities involved in workplace changes; and their perception of a psychologically safe environment within a work group that is characterised by interpersonal trust, mutual respect and supportive cooperation.

The purpose of this paper is to analyse employees' perception of a change at their workplaces and the requirements for learning, and factors supporting or inhibiting learning in the context of this change.

Data collection included personal face‐to‐face semi‐structured interviews with ten client advisors in the retail‐banking department of a German bank. The interviews took place during a time when the participants' workplaces were affected by a drastic change, namely the implementation of an integrated consulting concept. The data were analysed by a qualitative, content analysis approach, adapting Billett's framework for analysing workplace changes.

Challenges and requirements for learning as a consequence of the workplace change were analysed. The results show that the employees realised many affordances of the modification of work routines, especially concerning work performance, professional knowledge, and professional role. Thus, employees recognised the change as an opportunity for the acquisition of knowledge and competence development.

This paper contributes to the understanding of workplace change's effect on employees' knowledge, work routines and professional development.