The Examination of the Organizational Inertia on Organizational Laziness and Organizational Anomie in the University of Tehran

Document Type : Research Article

Authors

1 MSc. Holder in Public Administration, Payame Noor University of Amol, Amol, Iran

2 Assistant Professor of Sport Management, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran

3 Assistant Professor of Business Management, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran

Abstract

Organizations are usually uninterested in change and evolution, and a kind of idleness and laziness is seen in them. The majority of necessary and critical changes of the organizations and their ability to adapt to environmental uncertainties get afflicted with organizational inertia and fail. The purpose of this study was to investigate the effect of organizational inertia on organizational laziness and organizational anomie. This survey study was applied in terms of purpose and descriptive in terms of research method. In the study, organizational inertia was the independent variable, while organizational laziness and anomie were the dependent variables. The statistical population was comprised of the employees of the University of Tehran. Based on the population size (i.e., 4000 individuals) and the sample size determination formula, the least sample size was determined to be 350 people, who were selected through stratified sampling method. The data collection instrument was a questionnaire whose reliability was determined using Chronbach’s alpha coefficient and whose validity was confirmed using content validity obtained from the opinions of experts familiar with the research question. Moreover, in order to run correlation and other analyses, SPSS 22 and AMOS22 software packages were used. The results of data analysis led to the confirmation of all research hypotheses: organizational inertia has a significant, direct, positive effect on organizational laziness, and organizational inertia has a significant, positive effect on organizational anomie.

Keywords

References

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Organizational Culture Management
Volume 19, Issue 4
January 2022
Pages 609-630

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