Abstract
This descriptive-correlational study aimed to determine the relationship and influence of the individual difference variables (self-esteem, optimism, and perceived control) and context-specific variables (social support, social participation, and professional support) on openness to organizational change in the workplace of 300 Carmen Central and North District school teachers. More specifically, this study also aimed to determine if there were significant differences in the respondents’ individual differences and context-specific variables when analyzed according to their demographic profiles (age, sex, and length of years in service). The results revealed that the individual differences variables of the respondents were described as high, while very high for context-specific variables. On the other hand, their openness to organizational change was described as high. Further analysis revealed significant differences in both the individual differences variables and context-specific variables when analyzed according to age and length of years in service. Moreover, there was a significant weak negative relationship between the individual difference variables and openness to organizational change in the workplace. Similarly, a significant moderate negative relationship was found between the context-specific variables and openness to organizational change in the workplace. In their singular capacities, the individual difference variable had no significant influence on the openness to organizational change in the workplace. Contrastingly, the context-specific variable significantly influenced the openness to organizational change in the workplace. Overall, their combined influence on the openness to organizational change in the workplace was significant. It is generally recommended to prioritize interventions that enhance the context-specific variable to foster openness to organizational change. While individual differences may not directly impact, consider a holistic approach by combining efforts to strengthen individual and context-specific aspects to maximize the overall influence on openness to change in the workplace.