In order to analyze the role of humility in organizational culture, in this work, companies that formally declared humility as a value on their home pages were chosen, as to understand the internalization of this value in their practices and behaviors. The research adopted a descriptive‐analytical design with a qualitative approach, and in addition to secondary data referring to the organizational profile, fourteen semi‐structured interviews were analyzed with the decision‐making elite of the seven chosen organizations, based on theoretical‐deductive categories of the construct identified in the organizational literature. The study identified that the value of humility is effectively present in behaviors and practices of these organizations, which develop a culture of humility in their daily lives. The main results indicate that the internalized value of humility is associated with (i) shared behaviors; (ii) clear self‐assessment of strengths and weaknesses; (iii) culture of innovation; (iv) awareness of their own limitations; (v) support for third‐party contributions and feedback practices (vi) employee learning; (vii) culture of praise. The results reinforced the main categories and constructs for a Humble Organizational Culture (HOC) Model, opening opportunities for future research that explore the elaboration of cultural maturity diagnoses and humility measurement instruments in the organizational field.

Resumo A humildade é uma qualidade pouco estudada no ambiente organizacional. O interesse pelas pesquisas acerca da humildade passou a ganhar alguma representatividade a partir deste século. Contudo, as revisões de literatura sobre a humildade na gestão são raras, tornando-se oportuna a sistematização do conhecimento relevante deste campo. Evidenciar a estrutura intelectual do domínio, as pesquisas atuais e as oportunidades de investigação associadas à humildade nas organizações é o objetivo desta pesquisa. Para tanto, foi realizado um estudo bibliométrico no período 2000-2020, e analisados indicadores de atividade e relacionais - cocitações e acoplamento bibliográfico. Os resultados mostram três grandes linhas temáticas que compõem a estrutura intelectual do campo: (i) conceitos, antecedentes e atributos organizacionais., (ii) métodos e escalas, e (iii) questões comportamentais. As pesquisas atuais estão organizadas em quatro grandes frentes: (i) humildade expressa, (ii) humildade e q, (iii) humildade e equipes, e (iv) humildade e comportamento organizacional. Ao final é apresentada uma agenda de pesquisa futura, com destaque para a análise de como a humildade expressa e os comportamentos humildes podem ser ensinados e internalizados na cultura organizacional.

Humility is a characteristic little studied in the organizational environment. The interest in research on humility started to gain some representativeness this century. However, literature reviews on humility in management are rare, making it necessary to systematize the relevant knowledge in this field. This research highlights the intellectual structure of the domain, the current studies, and research opportunities associated with humility in organizations. A bibliometric study was carried out from 2000 to 2020, and activity and relationship indicators, such as co-citations and bibliographic coupling, were analyzed. Results show three major thematic lines that make up the intellectual structure of the field: (i) concepts, antecedents, and organizational attributes, (i) methods and scales, and (iii) behavioral issues. This research is organized on four major fronts: (i) expressed humility, (ii) humility and CEOs, (iii) humility and teams, and (iv) humility and organizational behavior. Finally, an agenda for future research is presented, emphasizing the analysis of how expressed humility and humble behavior can be taught and internalized in the organizational culture.