Most prior studies suggest that employees hold negative views toward organizational changes that occur during the post-merger integration process of cross-border mergers and acquisitions, and that organizational change is an important factor negatively affecting employee satisfaction. However, this study focuses on the Korean context and argues that organizational change does not necessarily have only negative effects but can also have positive effects. Based on organizational change theory, this paper tests whether organizational change has an inverted U-shaped relationship with employee satisfaction. Additionally, it analyzes the moderating effects of employees' active participation and trust in organizational management on the relationship between organizational change and satisfaction. This study conducted a survey targeting Korean firms that were acquired by 15 foreign companies. Statistical analysis of 263 samples revealed that all our research hypotheses were supported. The results indicate that, rather than Korean employees resisting organizational change during the post-merger integration process, a certain degree of change actually has a positive effect on satisfaction. Employees' active participation and trust in management function as moderating variables with positive effects. Based on the research findings, this paper also provides practical implications.