Correlation of Organizational Laziness with Organizational Performance Mediated by Organizational Inertia in the Staff of the Ministry of Sports and Youth

Organizations are constantly changing and their survival depends on these changes. One of the important problems of organizations is organizational inertia. The aim of this study was to determine the correlation of organizational laziness with organizational performance mediated by organizational Inertia in the staff of the Ministry of Sports and Youth.

The present study is descriptive-correlation. The statistical population of the present study was all employees of the Ministry of Sports and Youth, whose number was announced as 831 people. Among them, 268 conveniences were selected as a sample. Measurement instruments included demographic questionnaire, "Organizational Laziness Questionnaire", "Organizational Performance Questionnaire" and "Organizational Inertia Questionnaire". The validity of the instruments was assessed by face validity method, content validity index, content validity ratio, construct validity using confirmatory factor analysis, convergent and divergent validity. Also, the combined reliability and reliability of the internal consistency method were calculated and confirmed by calculating the Cronbach's alpha coefficient of the instruments. Data analysis using Laser 8 software, SPSS .24 and PLS. 3.2.2 were performed. 

Organizational laziness is directly correlated with the organizational performance of the employees of the Ministry of Sports and Youth (Z value = 11.908; P <1.96). Organizational inertia can also strengthen the intensity of correlation by playing the role of mediator (Sobel = 8.68). 

Organizational laziness is directly correlated with the organizational performance of the staff of the Ministry of Sports and Youth. Organizational inertia is mediating the correlation between organizational laziness and organizational inertia. It is suggested that the managers of the Ministry of Sports and Youth increase the organizational performance of the staff by planning to reduce laziness and organizational inertia.