Antecedentes e resultados da capacidade absortiva individual em tempos de crise

Sousa, Rony Castro Fernandes de; Costa, Priscila Rezende da; Silva, Luciano Ferreira da; Ruas, Roberto Lima; Dias, Cleidson Nogueira

doi:10.1590/1678-6971/eRAMD250399

Knowledge, Strategy and Innovation • RAM, Rev. Adm. Mackenzie 26 (2) • 2025 • https://doi.org/10.1590/1678-6971/eRAMD250399 linkcopiar

Antecedentes e resultados da capacidade absortiva individual em tempos de crise

Autoria SCIMAGO INSTITUTIONS RANKINGS

Objetivo: Examinar a relação entre as características dos indivíduos (motivação e cognição), a capacidade absortiva individual e o desempenho inovador individual em tempos de crise.

Originalidade/valor: O estudo contribui para o pensamento acadêmico emergente dos microfundamentos das capacidades dinâmicas, da teoria da autodeterminação como antecedente e do desempenho inovador individual como consequência da capacidade absortiva individual. Sobre as contribuições práticas, gestores e empreendedores devem investir em capacitação em tempos de crise, visando o desenvolvimento de práticas e habilidades individuais, a fim de promover capacidade inovativa das organizações.

Design/metodologia/abordagem: Os dados foram coletados por meio de um questionário (survey). O número de respondentes foi de 320 e sobre essa totalidade foram aplicadas uma Análise Fatorial Confirmatória para validar os itens dos construtos e o PLS-SEM para teste das hipóteses com auxílio do software Smart-PLS2.0.

Resultados: Apurou-se que o preditor mais significativo da capacidade absortiva individual em tempos de crise foi o estilo cognitivo dissociativo. Constatou-se ainda que o nível da motivação extrínseca não teve efeito quando analisado em relação ao nível da capacidade absortiva individual em tempos de crise. Por fim, os achados mostraram uma relação positiva de consequência da capacidade absortiva individual ao desempenho inovador individual, no entanto, a variável tempos de crise não exerceu um efeito moderador em tal relação.

Palavras-chave:
motivação; cognição; capacidade absortiva individual; desempenho inovador individual; tempos de crise

Variables	Scale items	AC
Individual innovative performance (Lowik et al., 2017)	Idea creation: I suggest innovations and improvements regarding the creation of new products or services. I suggest innovations and improvements relating to the improvement of existing products or services. I suggest innovations and improvements regarding the creation of new working methods. I suggest improving existing work process.	0,90
Individual innovative performance (Lowik et al., 2017)	Implementation of ideas: I actively participate in the implementation of RD&I or improvement activities to create new products or services. I actively participate in the implementation of RD&I or improvement activities to improve existing products or services. I actively participate in the implementation of RD&I or improvement activities to create new work methods. I actively participate in the implementation of RD&I or improvement activities to improve existing work processes.	0,90
Individual AC (Lowik et al., 2016)	Recognition: I am always actively seeking new knowledge for my work. I intentionally seek knowledge in different places to come up with new ideas. I am good at distinguishing between suitable implementation opportunities and not-so-suitable implementation opportunities. I easily identify which new knowledge is most valuable.	0,92
	Assimilation: I frequently share my new knowledge with colleagues to establish a common understanding. I translate new knowledge in such a way that my colleagues understand what I mean. I communicate newly acquired knowledge that may be of interest to colleagues.
	Transformation: I usually meet with colleagues to come up with good ideas. I attend meetings with people from different sectors/departments to come up with new ideas. I develop new ideas from the knowledge that is available. I can transform existing knowledge into new ideas.
	Application: I usually apply newly acquired knowledge to my work. I apply new knowledge to create new products, services or working methods. I always consider how I can apply new knowledge to improve my work.
Times of crisis (Billings et al., 1980)	The COVID-19 pandemic threatened the organization I work for with financial losses. The COVID-19 pandemic has involved some uncertainty about the actions to be taken. The COVID-19 pandemic has resulted in severe new pressures on people. The COVID-19 pandemic has caused a lot of uncertainty about what actions to take in a crisis situation. I felt under a lot of pressure to make decisions related to the COVID-19 pandemic crisis.
Intrinsic motivation (Gagné et al., 2010)	I am doing this work because I really like it. I am doing this job because I have fun doing my job. I am doing this work for the moments of pleasure that this work brings me.	0,90
Extrinsic motivation (Gagné et al., 2010)	I am doing this work because this work gives me a certain standard of living. I am doing this job because it allows me to earn a lot of money. I am doing this job for the pay.	0,74
Associative cognitive style (Jabri, 1991)	I like to be methodical and consistent in the way I solve problems. I like to pay strict attention to the sequence of steps required to complete a job. I like to be rigorous in producing results, as and when necessary. I like to be precise and accurate when producing results and reports.	0,82
Dissociative cognitive style (Jabri, 1991)	I like to pursue a problem, especially if it leads me into areas I do not know much about. I like to link ideas that derive from more than one area of research. I like to be completely occupied with what appear to be new solution methods. I like to look for new approaches that are not necessary at the moment. I like struggling to make connections between seemingly unrelated ideas. I like to spend time tracing relationships between different areas of work.	0,84
Profile of individuals	Age; gender; academic education; office; time in current position; time in current employment organization; size of the current link organization; and sector of the current link organization.	-

Variables	Category	n.	%
Gender	Female	128	38.79%
Gender	Male	202	61.21%
Academic education	Elementary school	0	0.00%
	High school	37	11.11%
	Graduation	149	44.74%
	Postgraduate	105	31.53%
	Master’s degree	29	8.71%
	Doctorate degree	13	3.90%
Time in current position	Up to 5 years	232	69.67%
	From 5 to less than 10 years old	61	18.32%
	From 10 to less than 15 years old	16	4.80%
	From 15 to less than 20 years old	11	3.30%
	From 20 to under 25 years old	7	2.10%
	Over 25 years	6	1.80%
Time in current organization	Up to 5 years	268	80.48%
	From 5 to less than 10 years old	34	10.21%
	From 10 to less than 15 years old	17	5.11%
	From 15 to less than 20 years old	9	2.70%
	From 20 to under 25 years old	2	0.60%
	Over 25 years	3	0.90%
Organization size	Small	42	12.61%
	Medium	31	9.31%
	Large	260	78.08%

Construct	CA	CC	AVE	VCM
Associative cognitive style	0.82	0.88	0.64	0.21
Dissociative cognitive style	0.84	0.88	0.56	0.38
Intrinsic motivation	0.90	0.93	0.83	0.23
Extrinsic motivation	0.74	0.89	0.58	0.11
Individual CA	0.92	0.94	0.51	0.38
Times of crisis (moderator)	0.99	0.99	0.57	0.38
Individual innovative performance	0.90	0.92	0.58	0.32

Hypothesis		β	CI - 95%	E.P. (β)	P-value	R²	Results
H1a	Intrinsic motivation → Individual CA	0.24	[0.13; 0.35]	0.05	< 0.001	47%	Accepted
H1b	Extrinsic motivation → Individual CA	0.02	[-0.06; 0.11]	0.04	0.592	47%	Not accepted
H2a	Dissociative cognitive style → Individual CA	0.42	[0.30; 0.53]	0.05	< 0.001	47%	Accepted
H2b	Associative cognitive style → Individual CA	0.19	[0.11; 0.28]	0.05	< 0.001	47%	Accepted
H3	Individual CA → Individual innovative performance	0.52	[0.41; 0.63]	0.06	< 0.001	32%	Accepted
H4	CA individual → Times of crisis → Individual innovative performance	0.07	[-0.01; 0.18]	0.06	0.216	32%	Not accepted

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