The purpose of this research was to investigate the relationship between perception of emotions, utilizing emotions (two subscales of emotional intelligence) as defined by Schutte (1998) and workplace resistance to change as defined by Oreg (2003). Two-hundred and eighty-three individuals participated in this research. The population was drawn from the United States and Singapore included individuals over the age of 18 who are currently employed, retired, or recently became unemployed. The SSEIT (Schutte, 1998) was used to measure perception of emotions and utilizing emotions, the RTC scales (Oreg, 2003) was used to measure workplace resistance to change. The study found that perception of emotions correlated negatively to workplace resistance to change and utilizing emotions did not. Using Andrew Hayes’s PROCESS Macro, the moderators of gender, age, and cultural attributes did not have any interactions between the relationship between perception of emotions and workplace resistance to change. The study concluded that perception of emotions could significantly predict the propensity to resist workplace changes; however, it did not necessarily provide any evidence that gender, age, and cultural attributes were moderating the relationship between perception of emotions and workplace resistance to change.