A lot of researchers and managers have been trying to find the factors that affect the success of organizational change processes. One of the most mentioned factors in literature about this theme is the resistance to change on the part of some organizational actors, in special the ones belonging to the lower hierarchical levels. How these individuals realize themselves and the other in organizational change processes? How they realize the content and management of the change? What is the role of communication in a change context? This work aims to contribute to the comprehension of the communication role in the meaning construction for individuals and groups in planned organizational changes, as well as to understand its relationship with behavior aspects presented for them. For this purpose, it was conducted a longitudinal case study in a public federal organization that is performing an organizational change in the Technology of Information area: implantation of an electronic management system of documents and workflow. The research methodology was based on methods triangulation that comprehended the analysis of official organizational documents, application of questionnaires and semi-structured interviews to the employers in two different moments, and researcher participant observation by means of Action Research (THIOLLENT, 1997 and 2005) due to the high level of relationship between the researcher and the change project. The results showed that the organizational change is sensible to relational and temporal aspects and that human action and behavior in organizations should be thought as the results of communication as determinant to the meaning construction and social identity. The results also present some questionings about the conflicts experienced by middle managers in a change context and point to the necessity of realizing the fact that middle managers are change agents but they are also human beings.