The effects of self-esteem, optimism and perceived control on job satisfaction And the desire to leave the service through openness to organizational change

The aim of this study was to determine the effects of self-esteem, optimism and perceived control on job satisfaction and the tendency to leave the service through openness to organizational change in a descriptive correlational method. The statistical population of this study included all the staff of Shahrekord Branch Azad University in the number of 330 people in 1398. A questionnaire and available sampling method were used to collect data. Based on Krejcie and Morgan table, a questionnaire was distributed among 175 people and was used as a criterion for analysis. In order to test the research hypotheses, descriptive and inferential statistics including structural equation modeling have been used. The results showed that selfesteem, optimism and perceived control through openness to organizational change affect job satisfaction and willingness to leave the service. Self-esteem on job satisfaction (0.468), self-esteem on willingness to leave the service (-0.290), selfesteem on openness to organizational change (0.392), optimism on job satisfaction (0.158), happiness Nose on the desire to leave the service (-0.180), optimism on the openness to organizational change (0.385), perceived control over job satisfaction (0.200), perceived control on the tendency to leave the service (0.235) -) Perceived control on openness to organizational changes (0.255), openness to organizational change on job satisfaction (0.224), openness to organizational change had an effect on the tendency to leave the service (-0.231).