The effect of personality characteristics and organizational climate on information inertia: A reseaech on Düzce court houses.

The inertia factor, which is seen as an obstacle to the progress and change in private sector organizations as well as public institutions, continues to exist in a serious way. One of the underlying reasons for the privatization of public institutions is that the notion of inertia, wich is settled within the public employees and their organization, is transformed from the individuality framework to the concept of organizational inertia. Accordingly, it is foreseen that organizations should be given inportance to fighting with inertia in order to prevent increasing costs in the public domain and to increase labor, machinery, material or capital productivity. This research; organizational climate, personality traits and organizational inertia. The inertia of information, two personality, learning and experience; the two are organizational climate, including openness and responsibility; management support, management ability, pressure of workload, compliance qith colleagues, ethics and clarity of duty. In the study, the quantitative method was preferred and the survey method was used as the data collection technique. The organizational inertia scale, organizational climate scale and personality scale were used as the measurement tools in the study using the relational screening model. Descriptive statistics, regression analyses, t-test, ANOVA and factor analysis qere used in SPSS 18.0 program. The universe of the research consists of 260 public personnel working in Düzce Court of Justice. According to the findings on personality and learning inertia, the dimension of responsibility from personality dimensions influenced the change negatively and meaningfully, and openness dimension had no significant effect. According to findings on personality and experience inertia, it was determined that dimension of responsibility did not have significant effect on variable and openness dimension had significant and positive effect. According to the findings of organizational climate and learning inertia, only the ethical dimension of the organizational climate sub-dimension was affected negatively and significantly, while the other variables did not have meaningful effect. Fccording to findings on organization climate and experience inertia, it was found that none of the organizational climate sub dimensions have a significant effect on experience inertia. However, it was found that the evel of learning inertia had significant difference inertia had no significant difference according to demographic variables.