Background & Purpose: Psychological inertia, as a form of mental resistance to change and innovation, is recognized as a significant challenge in organizational behavior and human resource management. This phenomenon may lead to missed job opportunities, deterioration of working conditions, and impaired decision-making within organizations. The present study aims to identify and prioritize different types of psychological inertia among human resources in the fintech industry.
Methodology: This research employs a mixed-methods approach based on an inductive-deductive reasoning framework. The statistical population consisted of 30 experts selected through snowball sampling and theoretical saturation. Qualitative data were analyzed using content analysis and coding with Atlas.ti software, while quantitative data were collected via a questionnaire whose validity and reliability were confirmed through Content Validity Ratio (CVR), Cohen’s Kappa test, and test-retest reliability. The quantitative data were analyzed using the fuzzy Delphi method.
Findings: The study identified thirteen distinct types of psychological inertia in human resources and ranked them according to priority. The most prominent types of psychological inertia in the fintech sector included inertia stemming from personality traits, habitual inertia, and predictive inertia.
Conclusion: The findings suggest that recognizing and prioritizing various forms of psychological inertia can assist organizations in more effectively managing resistance to change and innovation, ultimately enhancing human resource performance within the fintech industry