Impact of Knowledge Inertia on Organizational Innovation (Mediating Role of Organizational Learning)

Aqeela.M. S. F, Victor. L. D


Drucker considers knowledge as the only competitive advantage of an organization. So knowledge is considered as an effective resource for organizations and individuals to survive. However, individuals usually make use of their experience and prior knowledge when they encounter problems, and solve similar problems in the same solution. These managerial predictive behaviors may endanger an organization which is in a competitive environment. This common routine problem-solving is called “Knowledge Inertia” (Shekari & Ahmadi, 2011).

The aim of this research is to see the impact of knowledge inertia in organizational learning and organizational innovation. The study took three variables named knowledge inertia, organizational learning and organizational innovation which is analyzed in private sector organizations.

Information was gathered from employees who are working in private organizations. The sample size is 200 employees in Puttalam District. The collected data are presented through univariate analysis, bivariate analysis, and simple mediation analysis and cross tab analysis using the SPSS 19.0 software. 

According to the results obtained through the data, the level of knowledge inertia is in moderate level and the organizational learning and organizational innovation are in high level. Further it is proved that the knowledge inertia and the two variables organizational learning and organizational innovation have negative relationship as well as the organizational learning and organizational innovation have strong positive relationship.


On other hand it can be found the organizational learning plays a role as a mediator between knowledge inertia and organizational innovation.


Knowledge Inertia, Organizational learning, Organizational Innovation.

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