Purpose This study examines the relationship between firms' strategic orientations and open innovation adoption. Specifically, it investigates whether different strategic priorities are associated with firms' engagement in open innovation activities. By integrating strategic management and open innovation perspectives, the study seeks to explain why some firms are more open to external knowledge flows than others. Design/methodology/approach The study uses microdata from the 2016 Community Innovation Survey (CIS), covering 97,543 enterprises from 14 European Union member states. Logistic regression models are employed to examine the associations between five strategic orientations and three forms of open innovation: goods, services, and process innovation. Firm size and export activity are included as control variables. Additional robustness analyses incorporating country and industry fixed effects are also conducted. Findings The study contributes to the literature by linking strategic orientations with open innovation adoption and providing large-scale empirical evidence from European firms. It extends existing research by showing that openness is not uniformly associated with all strategic orientations. The findings highlight the importance of strategic alignment in explaining heterogeneous patterns of open innovation adoption across firms. Originality/value The results reveal a strategically contingent pattern. Strategic orientations focused on product improvement, new product introduction, and customer-specific solutions are positively associated with open innovation adoption. In contrast, a low-price orientation is negatively associated with all forms of open innovation, while orientations focused on reaching new customer groups exhibit negative or statistically insignificant relationships. The robustness analyses confirm the stability of these findings.
Purpose This study aims to identify the relationship between the financial flexibility of small and medium-sized enterprises (SMEs) and their profitability and working capital management. Design/methodology/approach The empirical study is based on a statistical analysis of 15,079 firms from 9 Central and Eastern European (CEE) countries from 2014–2022. Findings SMEs from CEE build their financial flexibility on debt capacity, and accumulating a stock of financial flexibility increases their profitability. Financially flexible SMEs are characterised by a higher share of working capital in total assets. However, increasing the stock of financial flexibility does not change their cash conversion cycle. The relationship between working capital management and SMEs' profitability is negative and linear. Financial flexibility significantly moderates it. In more financially flexible SMEs, the increase in working capital reduces profitability to a lesser extent. Practical implications SME managers must be aware that investing in liquidity generally reduces profitability. They can mitigate this negative effect by building financial flexibility. By increasing financial flexibility, SMEs can improve profitability and adjust the working capital levels without either shortening or excessively extending the cash conversion cycle. By improving SMEs' access to capital, policymakers can increase opportunities for them to build financial flexibility, thereby improving profitability and the conditions for working capital management. Originality/value The study confirms that SMEs' financial flexibility affects profitability and working capital management differently than in large enterprises. The diagnosed dependencies provide evidence for extending the financial flexibility theory to the context of short-term SME activity.
Purpose Grounded in the framework proposed by Schaufeli and Bakker (2004), this study examines job resources at the task level (role clarity and job autonomy), the interpersonal level (managerial feedback and teamwork) and the organizational level (learning and development opportunities and access to resources). Through this approach, we aim to capture a more comprehensive and integrative conceptualization of JR while also accounting for the outcomes of employees' experiences across different levels. Furthermore, this study investigates the effect of JR on quiet quitting through the mediating role of meaningful work and examines whether this relationship is moderated by work type (hybrid versus regular work). Design/methodology/approach Drawing on data from 429 employees, we tested a mediation model with a moderated direct path using PROCESS Model 5. Findings The results reveal that JR does not directly reduce QQ; instead, its effect is fully transmitted through MW. Additionally, MW significantly decreases QQ, confirming its central role in preventing behavioral disengagement. Moderation analysis shows that JR only reduces QQ among hybrid workers, indicating that the impact of resources depends on the structural context of work. Practical implications Organizations should focus on fostering MW, particularly in hybrid settings where JR are more impactful. Training and development programs should integrate meaning-enhancing components into learning design. Originality/value The study identifies MW as a core mechanism linking JR to QQ and shows that the influence of resources is context-dependent, offering actionable insight for engagement strategies.
Purpose As project management develops in the twenty-first century, new competencies are increasingly vital for project managers. This study investigates the evolution of project manager competencies from 2000 to 2024, emphasising shifts beyond traditional models. It also seeks to propose a theoretical framework to explain these changes. Design/methodology/approach A systematic literature review (SLR) was conducted in accordance with PRISMA guidelines, analysing 90 scientific publications. The study addressed three research questions that explore the development of project managers' competencies over time. A critical and comparative analysis was employed to assess the content. Findings The analysis indicates a rise in publications on competence, increasing from 18 in 2000–2009 to 46 in 2020–2024. The most notable change was observed in the People domain, where fundamental transformational and digital approaches have emerged. In the Practice, competencies shifted from highly standardised methods to more flexible and adaptable ones. The Perspective area experienced a redefinition of professional identity and responsibilities. Furthermore, project managers have gained competencies that extend beyond the traditionally recognised set. Practical implications The findings suggest that certification standards and curricula should be revised to include transformational competencies aligned with the complexity of modern projects. The International Project Management Association (IPMA)-VUCA-dynamic capabilities view (DCV) model was introduced to explain observed shifts in the desirable competencies of project managers. Originality/value The project manager's competencies developed in a nonlinear manner, surpassing the standard IPMA ICB 4.0 framework. They were influenced by an unpredictable environment. This process is best explained through the DCV, which operates within the VUCA context and supports ongoing reconfiguration of competencies aligned with the IPMA framework
Purpose The aims are to verify whether the transition from an autocratic to a democratic management style increases national productivity and which of the five characteristics of the management style contribute the most to the increase in national productivity.Design/methodology/approach We studied the impact of five management style features on national productivity in 105 countries in 2008-2020. The research methods were Pearson's linear correlation and log-linear regression analysis.Findings Higher investments in employee development, better cooperation between employees and employers, higher share of productivity in pay, greater reliance on professional management and higher willingness to delegate authority are accompanied by a statistically significant improvement in national productivity. This means that the more democratic the management style in a given country, the higher the national productivity and therefore the well-being of society.Research limitations/implications The main limitations are the availability of free data on larger groups of countries over a sufficiently long time. The results can be helpful in understanding that including these five management style features in a long-term human resources management strategy can increase productivity, as employees will be more motivated, engaged, appreciated and treated fairly.Originality/value It is difficult to find comprehensive studies on the impact of various management style features on productivity at the country level. Our research findings contribute to filling this gap.
Purpose The purpose of the article is to construct a competency model for R&D employees in advanced-technology enterprises. Design/methodology/approach The empirical research was quantitative. The unit of analysis comprised 82 R&D employees operating within advanced-technology enterprises headquartered in the Silesian Voivodeship. Data collected via CATI/CAWI were analyzed using exploratory factor analysis and structural equation modelling (SEM) to estimate the impact of individual KSA components on the overall competency model of R&D employees in advanced-technology enterprises. Findings SEM analysis confirmed that the competency profile is significantly constituted by all three KSA components. Knowledge emerged as the strongest determinant, followed by skills, while Attitudes showed the weakest, though still significant, influence. Specific domain knowledge and analytical skills were identified as the core pillars of professionalism in the R&D sector. Research limitations/implications SEM analysis showed that the competency model is significantly composed of knowledge, skills and attitudes, but their relative importance depends on the organisational role. Originality/value Although many studies address employee competencies, relatively few focus on R&D personnel in advanced-technology enterprises. This article helps fill that gap. The findings on competency models can serve employers in the surveyed sector as a valuable information source for effective competency management of their R&D workforce.
Purpose This research examines the impact of Artificial Intelligence (AI) on marketing communications strategies and processes, a gap within the empirical knowledge. Design/methodology/approach Using a multi-case study methodology based on three leading global companies: a beverage company that uses generative AI, a beauty distributor that uses conversational AI and an athletic apparel company that uses predictive AI, we explore the pervasive impact of AI. Findings Our framework reveals three overarching structural transformations: the dissolution of linear time barriers (real-time processing), the intensification of personalization (1:1 predictive analytics) and the offloading of strategic decisions to machines (machine learning). As part of our model development, we propose a new conceptual framework, the Adaptive Engagement Loop (AEL), which re-casts marketing communications as a perpetual, self-evolving process of five stages through AI. Originality/value This research serves as a theoretical intervention to transform AI from part of brand storytelling to a distributed brand storyteller, and from communication to collaboration, content to experience and segmentation to identity formation. From a managerial point of view, it provides direction to the responsible use of AI by proposing the setting of creative boundaries, investing in clear data models and user consent mechanisms and fostering cross-functional collaboration.
The article investigates the process of a slowing globalization, also referred to as slowbalization or deglobalization. It aims to present changes in international supply chains in the context of deglobalization. There are several factors that have particularly contested the sense and significance of globalization. They include the COVID-19 pandemic (characterized by lockdowns, closing borders and disrupting supply chains) and civilization challenges (aggravated after 2020), the most significant of which is the US–China trade war. Russia's invasion of Ukraine, combined with the imposition of economic sanctions on Russia, has changed the assumptions of the trade policy of Western countries, mostly the US tariffs, all of which have brought in the process of decoupling. The article presents the fragmentation of supply chains and the relocation of industrial resources, along with a discussion of the accompanying causes, especially in relation to the Chinese economy. The article designates the geopolitical, geographical and cultural dimensions of selective deglobalization. Noticeably, deglobalization trends have been uneven over time, in various countries worldwide, and in relation to products/industries.
Purpose This study identifies common and unique factors shaping social impact measurement (SIM) practices among founders and managers of social enterprises (SEs) across different cultural contexts. Design/methodology/approach The research used the Q method to capture SIM practices among SEs in Hungary and Vietnam. Participants sorted 45 statements derived from the literature, and by-person factor analysis was used to detect distinct configurations of practice. Findings Four distinct factors emerged in the Hungarian SEs sample, three in the Vietnamese SEs sample and four in the combined dataset, revealing both consensus and disagreement. While most SEs valued stakeholder engagement and rejected standardized, one-size-fits-all approaches, they differed in how they addressed the sector's perceived inefficiency, resource constraints, long-term versus short-term impact and external pressure. Practical implications The results provide direction for SE practitioners, funders and policymakers to co-design and enhance context-sensitive and participatory impact measurement frameworks that support the social mission of SEs. Originality/value The study contributes to the expanding literature on SIM in hybrid organizations by employing the Q method in a cross-national SE context, complementing practice-oriented studies by providing a deeper understanding of the factors that drive variation in SIM practices. Future studies can build on this article by applying the Q methodology to other regional SE ecosystems, comparing viewpoints in extensive international contexts and investigating how attitudes change over time in response to shifting funding, policy or societal conditions.
Purpose-The primary purpose of this study is to uncover the motives and barriers that influence young consumers' acceptance of augmented reality (AR) in online shopping and to determine whether cultural context modifies these acceptance patterns. Design/methodology/approach-The research methods employed in this paper are twofold. First, a literature review was conducted using the Search, Appraisal, Synthesis and Analysis (SALSA) method to identify factors related to AR acceptance in e-commerce. Online focus group interviews (FGIs) were subsequently carried out, followed by an experiment. The qualitative analysis was then performed using MAXQDA software. The study was conducted in Poland, South Korea and the United States of America. Findings-The literature analysis reveals the primary factors influencing consumers' acceptance of AR technology, including hedonic motivation, effort expectancy and performance expectancy. Moreover, the study identifies the risks associated with adopting AR, including perceived risks related to AR-driven purchases and privacy concerns. Both similarities and differences were observed among the studied groups. In general, the FGIs demonstrated that young consumers are receptive to technological innovations in e-commerce, such as AR. The main drivers of acceptance included performance expectancy and ease of use, with the study also confirming that enjoyment contributes to the acceptance of AR. Furthermore, participants expressed concerns about their privacy. We have identified new motivators and risks that have not been extensively discussed in the literature. For instance, information performance significantly influences the utilisation of AR in e-commerce. Regarding risks, health concerns, such as the potential impact of prolonged AR use for online shopping on mental health, are a significant consideration. Practical implications-Understanding the factors that influence and enhance the use of AR in e-commerce by young shoppers is crucial for online retailers to adapt their offerings and services to meet the needs of potential customers. Originality/value-The combination of the three aspects-i.e. the acceptance of AR technology in online shopping, the young consumer segment and the diversity of countries-represents a unique contribution to the literature. This originality enhances the existing models concerning consumers' acceptance of new technologies (e.g. technology acceptance model, Unified Theory of Acceptance and Use of Technology (UTAUT) and UTAUT2).
Purpose The aim of the article is to present the impact of business model changes on work satisfaction, with particular emphasis on the mediating role of personnel policies. The literature highlights the vital importance of studying job satisfaction in the context of employee well-being and work efficiency. In examining the impact of changes in the business model on employee satisfaction in the pharmaceutical industry, it is assumed that personnel policies serve as a key mediating variable between the business model and employee satisfaction.Design/methodology/approach The study assumed the hypothesis that a change in the business model leads to changes in the personnel policies implemented in the organization, which determines total employee satisfaction and its components. In order to verify the hypothesis, statistical data collected through surveys conducted on a sample of 793 pharmacists working in Poland were used. Two structural equation models (SEM) were used to analyze the collected empirical data. In the first model, the dependent variable is the level of job satisfaction, while the independent variable is the change in the business model of running a pharmacy, which affects the change in personnel policies, which in turn affects the level of total job satisfaction. The second model describes the impact of changing the business model on personnel policies, which affects satisfaction with job content, work organization, working conditions, personnel development, interpersonal relations and remuneration.Findings The results of the SEM model estimations indicate a significant impact of business model changes on changes in human resource policies in pharmacies. The model in which the dependent variable is total job satisfaction demonstrates a significant and positive impact of personnel policies on work satisfaction, confirming their mediating role. The second model estimated shows a significant and positive impact of changes in personnel policies on the various components of work satisfaction. The conducted empirical research highlights the significant role of personnel policies as a mediator between changes in the business model and work satisfaction in the pharmaceutical industry. The study also emphasizes the significance of personnel policies as an adaptive tool for employees in response to organizational changes.Originality/value This article discusses the impact of changes in business activity in a specific market - pharmaceutical retailing - on pharmacists' work satisfaction. This adds value, as does the demonstration of the mediating role of personnel policies in the process of the impact of business model changes on overall job satisfaction and its components.
Purpose Altruistic leaders represent a supportive and employee needs-focused type of leadership. Therefore, it is important to explore how altruistic leaders influence subordinates' attitudes toward the organization and turnover intentions on the grounds of social exchange and situational strength theory. This study aims to test the mechanisms underlying the link between altruistic leadership and turnover intentions, with organizational cynicism as a mediator and ethical climate as a moderator. Design/methodology/approach The cross-sectional research was conducted in a sample of 434 full-time employees from Poland. Findings The more altruistic leadership manifestations employees experienced, the less cynical they were in the workplace, which in turn was related to more propensity motivation to leave an organization. It was found that an instrumental ethical climate dampens the negative relationship between altruistic leadership and turnover intentions. Research limitations/implications The beneficial implications of developing altruistic leadership for attitude toward the organization were discussed. The cross-sectional, not longitudinal, method used in the study does not allow for presenting the outcomes from a cause-effect perspective. Originality/value It was the first attempt to examine the beneficial role of altruistic leadership in reducing employees' turnover intentions through the propensity to limit organizational cynicism and the moderating function of an ethical climate.
PurposeThis article provides insights into the methodology of research that can serve to gain a deep understanding of team functional communication patterns. The study aimed to show how disciplined observation and speech-act theory can be a useful tool for measuring behavior and uncovering insights that might not be apparent through other research methods. As a result of this methodological approach, the article presents selected cases of team communication patterns with an in-depth analysis.Design/methodology/approachWe employed a disciplined observation method for functional communication coding, well established in psycholinguistics and adapted for the purpose of research in gameplay. The approach involved trained behavioral coders systematically recording and analyzing functional communication observations. We recorded teams in decision-making processes during business simulation games and analyzed them using quantitative and qualitative methods.FindingsThe analysis revealed that winning teams used significantly more References to Present Objects (RPO) and References to Self (RTS), while losing teams employed more Registering Disapproval (DAP). These results might indicate that team success depended less on communication quantity and more on the pragmatic alignment of speech acts. Moreover, we observed other specific communication patterns in both team types, such as asking Questions (QST) or Responses (RES). The findings suggest that speech-act theory and disciplined observation can provide valuable insights into team communicative patterns of game play.Practical implicationsThe findings from this study have practical implications for team leaders and managers. By recognizing communication patterns linked to team effectiveness, leaders can foster cohesion and performance. Practically, training should promote grounding strategies (RPO), encourage explicit commitment (RTS), and reframe disapproval (DAP) into constructive feedback. Ultimately, team success does not depend on communication volume but speech acts that translate language into coordinated action. More importantly, using speech-act theory and disciplined observation, leaders can design targeted interventions to enhance team performance.Originality/valueThis research provides a unique perspective on measuring team communication in gameplay. It adds to the growing body of literature on team communication by showing how this approach can serve to gain insights into communication patterns that are useful to analyze game play and its effects. Furthermore, this research provides valuable insights for practitioners and researchers interested in team communication and gameplay performance.
Purpose- Digital transformation impacts not only what organizations do and how they do it but also how they are perceived. Differently from prior research on digital transformation, our study focuses on organizational identity to understand how professional service construes their digital organizational identity. Design/methodology/approach- We purposefully select top 25 largest law firms operating in Poland, collect a dataset of 768 posts and examine this social media content first by coding, next by thematically structuring and finally through a frequency analysis. We identify the target stakeholders, the values, the social media awareness and topical coverage used by the firms in our sample. Findings- We find that social media are used to engage both with external and internal stakeholders. Importantly, digital organizational identity construction on social media is a scattered and discrete process as compared to long-term, sustained and enduring processes observable for offline organizational identity. Originality/value- Our findings have vast ramifications for organizational identity theorizing and substantial managerial implications. We provide guidance on adequately shaping digital transformation through the lens of a digital identity professional service firms need to purposefully create.
Purpose-This article aims at exploring the importance of perceived benefits in scholars' decision to use generative artificial intelligence (GAI), as well as at developing and testing a theoretical multifaceted model of scholars' intention to use GAI. Design/methodology/approach-The article uses a mixed deductive-inductive approach. The theoretical multifaceted model of scholars' intention to employ GAI was tested based on structural equation modelling using partial least squares (PLS-SEM) and a survey conducted among 471 scientists. Findings-The results show that the benefits perceived by scholars in the fields of teaching and research have the strongest influence on their decision to employ GAI. On the other hand, perceived benefits in the administrative field are not of importance in scholars' intention to use GAI. Research limitations/implications-The research conducted was limited in context (universities in Poland) and did not take into account a longitudinal perspective, which could have led to the omission of changes in researchers' intentions regarding the use of GAI as a result of more intensive use of those tools in scientific work (those intentions are subject to change over time). Originality/value-The presented research constitutes a significant contribution to the literature on the use of GAI in the academic environment. Relative to previous research, our findings offer a new conceptual framework that illustrates the perceived benefits of GAI in shaping researchers' intentions to use it, taking into account the following three key areas of academic activity: research, teaching and administrative tasks. The findings respond to the need for an in-depth analysis. They also include an analysis of the impact of socio-demographic factors and personality traits on the intention to use GAI, which constitutes an innovative contribution to the existing scientific achievements in this field.
PurposeThe purpose of this study is to adapt and validate the Polish version of the multidimensional meaning in work (ME-Work) questionnaire (Schnell & Hoffmann, 2020). This instrument identifies four core facets of ME-Work and three psychological states associated with the experience of meaningfulness and meaninglessness.Design/methodology/approachDrawing on data collected from a diverse sample of 677 employees across various occupational sectors, we assessed the questionnaire's criterion validity, internal consistency and the fit of its theoretical model.FindingsThe findings revealed statistically significant correlations between ME-Work dimensions and constructs such as supplementary and complementary person-organization fit, job satisfaction, organizational commitment and turnover intention. Notably weaker associations were observed between ME-Work dimensions and job crafting behaviors. Based on the empirical results, a revised theoretical model is proposed, indicating the presence of three, rather than four, distinct facets of ME-Work. However, this conclusion requires further verification. The importance of belonging as a source of meaning at work needs to be verified, taking into account the profession and the form of work, such as remote or on-site.Originality/valueThe study presents the first validation of the ME-Work questionnaire conducted among Polish employees, thereby expanding the possibilities for researching the sense of ME-Work using a reliable instrument.
PurposeThe purpose of this study was to identify the role of product category in consumers' price fairness perception of cross-channel price differentiation strategies in multichannel retail.Design/methodology/approachExperimental method based on a scenario approach was used, employing the between-subjects research design. 898 respondents assessed their perception of price fairness, measured on a three-item scale (acceptable, justifiable, reasonable). Three product categories of different purchase frequency (toys, cosmetics, food & beverages) were tested in scenarios where cross-channel discount and purchase urgency were manipulated. Nonparametric independent samples tests, regression SPSS PROCESS macro (Hayes, 2012), and artificial neural networks (Multilayer Perceptron) were used to analyse the data.FindingsFirst, the low cross-channel price discount (-10%) should not impact the customer fairness perception in comparison to the price parity scenario, in a situation where online order delivery costs are assumed. Second, the price discount online is perceived as less fair in more frequent-purchase product categories, such as cosmetics or food & beverages. Third, age relates to a more favourable assessment of price differentiation strategies: the 55+ respondents assess it the most fair, while 18-24-year-old respondents assess it the least fair.Originality/valueThis study, to our knowledge, is the first to analyse frequently purchased products in the context of price fairness of cross-channel price difference strategies implementation in multichannel retail. It extends the scope of product categories, and depth of discount, and includes purchase urgency, and the channel/delivery scheme choice.
PurposeTransparency in human resource management (HRM) has become becoming an important factor in building employee trust and engagement in the context of technological change and sustainable development. This article analyses the importance of transparency in human resource management in the area of remuneration, with particular emphasis on the role of managers. The research is based on Fairness Heuristic Theory. It explains how organisational fairness is assessed under conditions of uncertainty, typical of situations related to remuneration, promotion, and performance appraisal.Design/methodology/approachBased on a review of the literature, a conceptual model of the relationship between remuneration transparency and employee engagement was formulated, with the mediating role of managers. The proposed model was empirically verified through confirmatory factor analysis using structural equation modelling (SEM CFA) on a sample of 600 employees, using data collected in March 2025.FindingsThe results of the study confirm that remuneration transparency has a significant and positive impact on employee engagement and strengthens the role of managers in the organisation. Moreover, the role of managers in ensuring the effective application of transparent principles strengthens the relationship between transparency and engagement, which indicates the importance of managers in implementing transparent HRM practices.Originality/valueThe study fills a research gap concerning the relationship between remuneration transparency and employee engagement, taking into account the mediating role of managers. The results provide actionable guidance for human resource management practices in the context of shaping employee engagement using HRM transparency.
PurposeThe purpose of this study is to examine how intangible assets (IAs) influence firm value in the European tourism industry, using a cross-country panel of 242 listed firms over 2007-2021. By applying panel quantile regression (QR) with fixed effects, the study investigates whether the impact of total IAs and goodwill varies across the firm value distribution. The analysis also explores the distinct contribution of goodwill and assesses the robustness of the findings through subsample tests, alternative size measures and instrumental variable quantile estimations.Design/methodology/approachBy applying panel QR with fixed effects to a panel of 242 listed firms from 22 countries over the period 2007-2021, the analysis captures heterogeneous and non-linear effects that are not visible through ordinary least squares regressions, which focus only on mean relationships. Data were drawn from the Osiris database, with Tobin's Q as the dependent variable. The main explanatory variables are the ratios of IA and goodwill to total assets, while control variables include firm size, liquidity, sustainable growth, Altman Z-score, leverage, profitability and two dummy variables for the global financial crisis and the COVID-19 pandemic.FindingsFindings show that IAs positively impact firm value, though the strength of this relationship varies across the value distribution. The positive effect becomes more pronounced at higher quantiles of Tobin's Q, indicating that firms with stronger market positions benefit more from intangible investments. This evidence highlights the heterogeneous and non-linear contribution of intangibles and confirms that average-based models underestimate their complexity.Originality/valueThis study contributes to the literature by examining the role of IA in shaping firm value among listed tourism companies across Europe, while accounting for firm-level and macroeconomic controls. Unlike earlier studies that focus on single countries or average effects, our cross-country approach, combined with QR, uncovers important differences in how IAs influence firms across the value spectrum. By doing so, the study challenges assumptions of uniformity and provides a more layered understanding of how strategic investments in intangibles, such as brand equity and goodwill, can create value in a highly experience-driven industry.
PurposeThis study aims to operationalize and empirically examine the concepts of resilience and antifragility in the context of business-to-business firms by analyzing how organizations discursively frame risk and adaptation during earnings calls. We address the gap in scalable, firm-level measurement of these dynamic capabilities and investigate their temporal evolution across crisis periods.Design/methodology/approachWe develop a novel NLP-based pipeline that processes over 17,000 earnings call transcripts (2015-2021) from production-sector firms. The pipeline combines rule-based text processing, transformer-based sentiment models (FinBERT), and domain-specific lexicons to extract sentence-level indicators. Composite scores for risk exposure, resilience, and antifragility are computed and analyzed longitudinally. A clustering approach segments firms into four adaptive archetypes.FindingsThe study reveals four distinct discursive archetypes that vary in their orientation toward resilience and risk. Firms shift between these archetypes over time, suggesting a dynamic discursive adaptation process. High-performing firms exhibit narrative strategies that frame adversity as an opportunity, reinforcing stakeholder confidence and signaling adaptive capability.Originality/valueThis research extends dynamic capabilities theory by conceptualizing discourse as a strategic intangible asset. It introduces a novel methodology for quantifying organizational discourse and links discursive agility to firm competitiveness. The findings have practical implications for B2B firms seeking to manage stakeholder perceptions and enhance adaptive marketing capabilities through strategic communication.
