Abstract
<jats:p>The article examines how to adapt organizational behavior within international business structures to the challenges posed by the digitalization of the global economy. The relevance of the research topic is determined by the growing influence of digital technologies, platform-based business models, artificial intelligence, and global communications on the functioning of international companies, which require the transformation of employee behavioral models, leadership approaches, and corporate culture. The study aims to generalize theoretical provisions and substantiate conceptual aspects of adapting organizational behavior in international business structures to the challenges of digitalization. The article examines the evolution of approaches to organizational behavior from classical hierarchical management models to modern, digitally oriented, network-based, and flexible forms of interaction. Classical concepts of organizational behavior are generalized, and their limitations in the context of the digital transformation of international business are identified. The necessity of transitioning to adaptive and proactive models of organizational behavior is substantiated, as these models ensure management flexibility, the development of personnel's digital competencies, and the formation of an innovative corporate culture. The author proposes a vision of the transition from classical approaches to digital models of organizational behavior and systematizes the influence of organizational culture on the implementation of knowledge management systems in international business structures. Key components of a digitally oriented organizational culture are identified, including flexibility, openness to change, knowledge-sharing culture, trust, leadership support for digital initiatives, organizational learning, motivational mechanisms, and intercultural sensitivity. The study of these components revealed their decisive role in increasing the strategic adaptability of international companies and improving the effectiveness of implementing digital knowledge management tools. Adaptive and proactive models of organizational behavior in the context of digitalization are compared. It is revealed that the adaptive model focuses on rapid response to technological change and maintaining operational stability, while the proactive model is aimed at anticipatory innovation, the development of digital leadership, and the strategic transformation of international business structures. The study of the interaction between these models revealed a synergistic effect of their combination, ensuring both flexibility and innovation in organizational behavior. Examples of organizational adaptation in leading international companies to the challenges of digitalization are analyzed, confirming the comprehensive nature of the transformations across cultural, managerial, and technological aspects of activities. It is revealed that the most effective international business structures combine the development of digital competencies with the formation of an adaptive organizational culture and network-based models of interaction.</jats:p>