| dc.description.abstract | Organizational inertia has often come in the way of enterprise reformation. As enterprises seek transition, diverse development, and higher competitiveness, they should also review organizational inertia and monitor the ossification of the market orientation of employees and the corporation itself. Organizational inertia is the tendency of an organization to operate with usual and familiar habitual methods, leading to the team’s favor in remaining the status quo, or even resistance against change. The solution to eradicate ossification, reverse inertia, reevaluate organizational inertia originated from the standard procedures, personnel, and orientation is needed. Organizational inertia is the cause of unchanging ossification, due to the intersection of inertias, such as the nature of human inertia and the inertia of “know the hows but not the whys,” causing changes to be impeded and hard to execute. Thus, if cooperation seeks to lead an impetus to a successful transformation, a thorough set of “dynamic capability” shall be built, meaning that the organization shall have the ability to orientate around the changeable circumstances and constantly adjust or update their internal and external sourcing. If the cooperation fails to control the external changes, they shall build up dynamic capabilities that renew thought processes and switch abilities as soon as possible.
This research intends to investigate whether the organizational inertia of the employees would affect their perception of job satisfaction, organizational commitment, and turnover intention. This research is conducted through surveys with participants from the present employees enrolled in the Taiwan area. A total of 343 effective responses are collected and analyzed with the statistical software – SPSS and the AMOS structural equation model. The result shows that: the higher the organizational inertia of the employees, the lower their job satisfaction is, which leads to lower organizational commitment, which then leads to a higher tendency of turnovers.
In conclusion, the employee’s behavior is the foundation of enterprise transformation. From the perspective of human resources management, understanding organizational inertia is a way to understand the tendency of turnovers, thus enhances the work procedure and personnel management by creating timely employment events that resolve organizational inertia. | en_US |