This research aimed to propose a model to test the effect of change management practices (CMPs) from the perspectives of Egyptian employees on change-oriented organizational citizenship behavior (CO-OCB) and to examine the role of proactive personality (PP) as a moderate variable. An online survey was used and data were collected from a sample of 490 Egyptian employees who are working in Germany and have been working in Egypt in the past. The relationships among constructs under study were tested applying the structural equation modeling (SEM) technique. The analysis indicated that innovative climate (IC) had significant influence on change-oriented OCB in the Egyptian organizational context (EOC) and the German organizational context (GOC). With regard to employee training (ET), hypothesis was supported where the influence was significant on change-oriented OCB in Germany and not significant in Egypt. For employee empowerment (EE) and supportive leadership (SL), the influence of both variables was not significant on change-oriented OCB in German organizational context and Egyptian organizational context. Moreover, results revealed that proactive personality has a moderating effect on the relationships between change management practices and change-oriented OCB. This research provided the direction about the topics of organizational change for academic community and important suggestions on certain management practices. Key implications of the research findings were discussed, research limitations were identified, and suggestions for future research were specified.