Resumo

Errors and failures in the organizational setting are often associated with non-conforming behavior, something that should be avoided, and that often requires some sort of correction and mitigation. Moreover, employees are expected to demonstrate innovative working behaviors by producing and/or supporting the creation and generation of new ideas to solve existing organizational gaps or to create new opportunities. Therefore, the present study investigates the relationship between organizational learning from errors, absorptive capacity, and innovative work behavior.

Consequently, the research problem proposed is to understand the relationship between organizational learning from errors, absorptive capacity, and innovative working behaviors in team settings. Therefore, by exploring the contribution of organizational capabilities related to team learning, here limited to learning from errors mechanism, the present study aims to contribute to the broader literature on organizational learning and innovation, as well as to provide insights to practitioners on how to facilitate the creation of team settings where learning and innovative behaviors flourish.

Innovative work behavior is associated with the individual action of creating ideas as well as their implementation or the support necessary for them (De Jong & Den Hartog, 2010). Furthermore, one that wants to learn from error must develop a strong capacity for tracing back and revisiting, reflecting, on the process that failed. Therefore, by learning from failure we understand what caused the mismatch in expectation and this newly created knowledge is effective in driving innovative behavior (Leoncini, 2016). Absorptive capacity refers to the firm’s ability to identify, access, incorporate n

The present study investigates the relationship between organizational learning from errors, absorptive capacity, and innovative work behavior. Survey data from 86 participants were collected using convenience sampling through posts made on professional social media. Data analysis was performed using Partial Least Squares – Path Modeling

One out of the three hypotheses was confirmed suggesting that, in general terms, organizational learning from errors and absorptive capacity explains around 28% of the total variance in innovative work behaviors. Additionally, the H3 was confirmed and indicate that to promote innovative work behaviors the organization should improve the absorptive capacity, or in different terms, its ability to make sense and assimilate new knowledge.

The objective of the present study was to understand the relationship between organizational learning from errors (OLE), absorptive capacity (ACAP), and innovative working behaviors (IWB) within teams. One out of the three hypotheses was confirmed suggesting that, in general terms, organizational learning from errors and absorptive capacity explains around 28% of the total variance in innovative work behaviors. Additionally, the H3 was confirmed and indicate that to promote innovative work behaviors the organization should improve the absorptive capacity.

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