Organizational climate practices in absorptive capacity: an analysis from the textile industry

Abstract

Purpose: This article aims to analyze the influence of the organizational climate on the absorptive capacity. Design/Methodology/approach: The survey is characterized as descriptive and quantitative. The employed method is a survey, applied through the virtual platform Google Forms. The sample consisted of 172 respondents from five manufacturing units of a textile industry, being collected by accessibility and convenience. Multiple regression analysis was used to process and analyze the data. Findings: The research shows that hypotheses H1a, H1c and H1d are confirmed, a favorable organizational climate influences the absorptive capacity through proper management of internal relationships, effective leadership, and renowned organizational image. On the other hand, the H1b hypothesis was rejected, organizational climate did not show interference in the absorptive capacity through professional development in the confirmatory test. Originality/relevance: The significance and contribution of this study lie in addressing an observed gap in the analysis and evaluation of absorptive capacity. Specifically, it explores how organizational climate management practices interrelate with this concept, thereby shedding light on related themes. Practical implications: The study allows managers of organizations to understand which organizational climate management practices should be prioritized in the absorptive capacity, thus contributing to the creation of an environment conducive to the transfer of knowledge, that is, combining prior knowledge with the new knowledge.

Gender Influence on Perceptions of the Pro-Effectiveness Model Components of Organizational Climate

“…According to another group of researchers, organizational climate is the main factor shaping the organizational behaviour of employees (Afsar and Badir, 2016;Made Dwi Puspitawati and Putu Cempaka Dharmadewi Atmaja, 2019;Nwanzu and Babalola, 2021;Rizwan et al, 2015;Singh and Waldia, 2023) or the normative structure of attitudes and behaviours (Gregopoulos, 1965). Some perceive the organizational climate as a set of organizational features, including norms prevailing in the organization (Jones and James, 1979;Łochnicka, 2016;Paluchowski, 1998), organizational policy (Argylis, 1958, internal work environment (Candra et al, 2023;Paisal et al, 2020;Rafferty, 2003;Zhong et al, 2020), patterns of behaviour, attitudes, feelings, habits (Grzywacz, 2002;Isaksen et al, 2001), interpersonal relations (Baruk, 2014;Cruella, Morales, Poma, and Vicente-Ramos, 2023;Fadli and Nasib, 2020;Queiroz et al, 2005;Trentin, 2023), a set of measurable properties of the working environment (Grodzicki, 2024;Litwin and Stringer, 1968;Shahnavazi et al, 2021).…”

Strengthening Innovative Behavior: The Role of Supportive Climate and Absorptive Capacity

“…This is reinforced by the opinion (Lagacé et al, 2019) that when the organisational climate is supportive, employees may perceive the workplace as cohesive and inclusive and participate more actively in knowledge-gathering behaviour. In addition, a supportive climate empowers employees to learn and be actively involved in absorptive capacity (Uhunoma et al, 2021) and Trentin (2023).…”

“…Moreover, the study focused on SMEs in the culinary and craft fields, which may limit the generalizability of the findings to other industries. Future research could explore the relationship between supportive climate, absorptive capacity, and innovative behavior in other industries and contexts (Trentin, 2023;Rodrigues & Rebelo, 2023;Alagarsamy & Mehrolia, 2023). Researchers could use alternative data collection methods, such as interviews or observations, to obtain more in-depth information.…”