This study was designed and conducted to examine the mediating role of work-family conflict in the relationship between career advancement and resistance to change, as well as to test the effectiveness of an intervention program (mindfulness-based resilience training) in reducing resistance to change among employed women. This research was done in two stages. In the first stage, the research used a correlational design, and in the second stage, it adopted a semi-experimental design with a pre-test-post-test format and a control group. The statistical population consisted of all women working in the steel industry of Isfahan, from whom ١٦٨ individuals were selected for the first stage and ۳۰ individuals were selected for the second stage using th purposeful sampling method. In the first stage, participants responded to the Job Promotion Opportunity Scale, the Work-Family Conflict Questionnaire, and the Resistance to Change Questionnaire. In the second stage, among the employees with the highest resistance to change, ۳۰ people were randomly selected and placed in two experimental and control groups. At this stage, the group was taught mindfulness-based resilience, and again in the post-test, the two groups answered the resistance questionnaire. To analyze the data, path analysis and bootstrap test in the first stage, and in the second phase, an analysis of covariance (ANCOVA) was conducted, controlling for pre-test scores. The results showed that work-family conflict is a mediator in the relationship between promotion and resistance to change, and mindfulness-based resilience training affects resistance to promotion in employed women. To reduce resistance to promotion in women, organizations should pay attention to possible conflicts and benefit from mindfulness-based resilience training.