The Empirical Study Of Mechanism Of Organizational Inertia To Organizational Change

In recent decades, global enterprise was facing turbulent world.The politicalmutation, the economic crisis, the shortage of resources and the technology by leaps andbounds were making the corporate to wash the card again.Facing with a unpredictablefuture for a long time,the enterprise must begin continuous innovation for survival.Butmost companies always resist to change instinctively. Mckinsey has issued areport.After statistical analysis for the global1600sample companies,it has found that1/3of the sample enterprises almost never adjust the allocation of resources within theorganization due to its inertia..In this way,year after year, companies began to radiateinertia, not according to the change of external environment and organization long-termgoal adjust timely the distribution of the business, but only in accordance with theprevious year’s of mechanical stuff. Organization inertia hindered greatly to reform, thenaffect the organization’s long-term performance.Also, Jones and hill explicitly putforward that organizational inertia is the deep-seated reasons why enterprise was unableto adapt to environmental changes.Organizational inertia is a frontier issue in the field of enterprise managementresearch, but there still have limited research about organization inertia.In thebackground, the paper tries to analysis the causes and influence factors of organizationinertia, and find out that how organization inertia hinders organizational change.It isalso the purpose of selecting the topic.The content of the study can be summarized asrelevant theories of organizational inertia and organizational change,using the literatureresearch;for the empirical research part, issued200questionnaires to the Taiyuan city20private enterprises, and then using SPSS17.0and AMOS17.0carrying on the statisticalanalysis to the data.The final conclusions are to verify the five effectiveness factors ofthe organizational inertia: power factor, cultural factor, incentive balance factor, humanresource and institutional rule factors, then the most significant positive impact on theorganizational inertia is institutional rule factors;three elements of organizationalinertia， capacity extension, cognitive biases and change capacity limit are mainly through to the degree of specialization, change attitudes and idle resources to influenceorganizational change, and the more environment change, the greater influence is.