In the process of organizational change, psychosocial and organizational risk factors appear; organizational dysfunctions are generated, which affect the capacity and work efficiency of employees. In order to prevent organizational dysfunctions in library activity, a qualitative research was carried out on the perceptions and attitudes of university and public library employees, library managers about organizational changes, interpersonal and group relations aimed at achieving results in professional activity. Through the qualitative research carried out we aimed to capture the unique reality in the variety of individual experiences, to assess the perceptions, attitudes and behavior patterns of library employees and to describe individual experiences in relation to the social and interpersonal environment. The collection of primary data was carried out between February and March 2023 by conducting two individual, semi-structured, in-depth interviews with library directors and four group interviews with employees of university and public libraries. For the purpose of data collection we used the method of thematic analysis, which allowed us to identify, evaluate and report patterns and themes, and the method of content analysis, used for a systematic analysis of communication messages, such as news articles posted on websites libraries and on social networks. As secondary sources, we analyzed the content of the legislative acts in force, procedures, standards in the field of librarianship, policies and internal activity regulations, activity reports of libraries and others. Based on the data obtained by conducting individual and group interviews, a multitude of organizational dysfunctions were identified that represent objective obstacles of an organizational nature and psychosocial risk factors, which relate to human nature and interpersonal relationships and have a subjective character. By correlating the mechanisms that link individual performance to organizational performance, measures can be taken to prevent organizational dysfunctions. Organizational development is an activity whose results are obtained through learning. The main source of innovation in libraries is the employees who produce value, and to engage them in solving the problems they face and carrying out activities they are not required to do, it is necessary to provide them with a valuable purpose and opportunities for developing personal and professional skills.