# Digital Infrastructure as a New Organizational Digital Climate Dimension
## 2 Related Work
### Digital Mindset Evolution  
Different concepts found in the literature, including organizational climate for digitalization, digital consciousness, digital mindset, and digital readiness, while interrelated, hold different meanings. Digital consciousness pertains to an organization's collective awareness and understanding of digital technologies and their potential impact on business processes [46]. Digital mindset focuses on the cognitive orientation of individuals or groups towards embracing digital technologies and approaches in problem-solving and decision-making [47]. Digital readiness describes an organization's preparedness to adopt and effectively utilize digital technologies, encompassing both technological infrastructure and human capabilities [48]. While these concepts are related, each provides a unique perspective on an organization's digital landscape. Organizational climate for digitalization offers insights into how employees perceive the organization's approach to digital technologies; digital consciousness reflects the overall awareness of digital possibilities; digital mindset relates to individual and collective attitudes towards digital solutions; and digital readiness assesses the practical capacity for digital adoption. Understanding these distinctions is important for comprehensively analyzing an organization's digital transformation journey.  
The linkage between digital mindset and organizational climate theory is essential in explaining how the employees view the organization and how the views affect their commitment and performance within the digital environment. Encouraging employees to embrace a growth mindset can significantly improve their innovation processes, meaning organizations should encourage a digital mindset [47]. Organizational mindsets affect employees' cultural norms, trust, and commitment; a positive climate can boost employees' fit with the organization's digital vision [49]. If the employees have a favorable view of their organization's climate concerning digital engagement, they are more likely to embrace a digital mentality that is in tune with the organization's objectives. The adoption of the digital mindset is therefore associated with organizational culture. Some properties of digital organizational culture are essential to engender a digital mindset among employees, such as agility [50].  
Digital consciousness and its link with the organizational climate theory is current in explaining how employees view their workplaces. Therefore, digital consciousness refers to the people's knowledge of the existence and use of digital tools and technologies. The organizational climate moderates the relationship between leadership style and digital consciousness, meaning that a positive climate fosters a better digital environment in the social exchange process between leaders and followers [46]. Determining how the environment can favor creativity in the digital age could be crucial. Employees who positively perceive their organization's climate as favorable and innovative are likely to participate in innovative processes that enhance the use of digital technologies [51]. It alignswith the idea that using a positive organizational climate can foster employees' digital literacy and thus make them more willing to try new methods and tools.  
The notion of digital readiness is also valuable for explaining employee measures. Differences in the digital readiness perceptions of managers and employees may affect employees' engagement and performance [48]. It shows that the perception of digital capabilities in the organizational climate must be synchronized to develop a culture of digital thinking.  
Despite the potential benefit of understanding organizational climate for digital transformation [52], no research reported in the literature has defined digital climate and its connection to digital transformation in practice. This research focuses on bridging this gap.