Changes are an integral part of life. Organizations undergo changes due to the changing political, social, legal, economic and technological environment. In recent times banking sector is witnessing major changes due to the Government’s decision to merge smaller and associate banks into the larger banks. The employees are under great emotional turmoil due to fear of job loss, place of posting, changes in work practices and work culture. The proposed study is an attempt to assess whether Emotional Intelligence (EI) has an effect on employees’ attitudes towards organizational change (ATOC). An attempt is also made to assess the role of an individual’s personality between EI and Attitude towards Organizational Change. The researcher used the Wong & Law Emotional Intelligence Scale (WLEIS, 2002), an ability-based measurement scale of EI, personality scale developed by Yoo & Gretzel (2011) and ATOC scale developed by Duham et al (1989) for collecting the data from banking sector employees in Delhi NCR, India. The statistical analysis applied on a sample of 264 bank employees established that out of the four dimensions of EI- Self Emotional Appraisal (SEA); Use of Emotions (UOE) and Regulation of Emotions (ROE) had a significant impact on Behavioural Reaction to Change (BRC) and Other’s Emotional Appraisal (OEA) did not have a significant impact on BRC. OEA & SEA did not have a significant impact on Affective Reaction to Change (ARC) whereas UOE and ROE had a significant effect on ARC. ROE did not have a significant impact on Cognitive Reaction to Change (CRC) whereas UOE, SEA & OEA had a significant impact on CRC. Hayes Approach was used to assess the role of personality between EI & ATC and personality partially mediates the relationship between EI and ATC..