Purpose Entrepreneurial orientation (EO) at the organizational level refers to the process which includes methods, practices and decision-making styles which enhance the company’s approaches to business. At the individual level, EO is assessed using the individual entrepreneurial orientation (IEO: Bolton and Lane, 2012) scale, comprising three dimensions: risk-taking, innovativeness and proactiveness. The purpose of this paper is to evaluate and further validate the Serbian adaptation of the IEO scale among students. Design/methodology/approach Two independent studies were conducted on total of 685 students from Serbia. In Study 1, participants completed the IEO scale, proactive personality scales, reinforcement sensitivity questionnaire and academic performance questionnaire. In Study 2, participants completed the IEO scale, proactive personality scales, HEXACO-60 and risky-choice decision tasks. Findings Results supported the three-factor structure and satisfactory reliability of the IEO scale and its subscales. Omitting one item from the innovativeness scale led to better model fit, thus resulting in a nine-item solution. Convergent validity correlations were confirmed, showing that each IEO subscale obtained the expected correlations with similar constructs. Research limitations/implications A potential problem with divergent validity is discussed from the aspect of the adequacy of the constructs chosen for its testing. Overall findings indicate that the Serbian adaptation of the IEO scale is a brief instrument with adequate psychometric properties, which makes it suitable for both research and practical purposes. The limitations of the study and the instrument are also highlighted and discussed. Originality/value The study contributes to better understanding of the nature of EO and helps its accurate assessment.

Burnout is most commonly defined as a state of physical, emotional, and mental exhaustion caused by long-term involvement in emotionally demanding situations. The Copenhagen Burnout Inventory (CBI) is a recently-developed public domain questionnaire designed to measure burnout in three domains: personal, work-related, and client-related. The present study examined the psychometric properties of the Work Burnout (WB) scale from the CBI and its relationships with various relevant constructs. 352 Serbian employees from two different samples completed several instruments assessing work burnout, distress, (ir)rational beliefs, turnover intentions, and job satisfaction. Results showed that the WB had a two-dimensional factorial structure (work exhaustion and work frustration), with acceptable fit indices using CFA, and excellent internal consistency. Moreover, the scale (and both dimensions) meaningfully correlated with distress, irrational beliefs, job satisfaction, and intentions to leave the organization. These findings indicate that the WB is a valid instrument to use with employees across different occupations and could be particularly useful when researchers want to quickly and efficiently assess emotional burnout. Also, the scale may be used as a short two-dimensional scale for measuring two distinct aspects of burnout, work frustration and work exhaustion. Some limitations of the study and the instrument itself have also been highlighted and discussed.

The main objective of the study was to test REBT model of emo- tion in prediction of burnout. It was hypothesized that dysfunc- tional negative emotions (DNE) would positively predict burnout, positive emotions (PE) would negatively predict buronut, while functional negative emotions (FNE) were hypothesized to be un- correlated to burnout. To test those assumptions, a short‒term, 12 week prospective study was carried out (three measurements, with the interval of 6 weeks). A sample of 197 employees took part in the first measurement (60.3% women); however, due to sample attrition, 113 (64.6% women) underwent all three meas- urements (Little’s MCAR test n.s., which indicates that the data were missing completely at random). Respondents completed the Work burnout scale from the Copenhagen Burnout Inventory, and the Inventory of functional and dysfunctional emotions. It has been shown that the reversed causal model displayed greater fit indices in comparison with the causal model, meaning that it is more likely that burnout will lead to subsequent emotions than vice‒versa. What is more interesting is that in fact burnout had a stronger (although very similar) impact on FNE than it did on DNE. However, when measured simultaneously, it appears that the experience of emotions has greater effect on burnout than vice‒versa. Moreover, in cross‒sectional analysis (at Time 3), FNE had a greater (although very similar) unique effect on burn- out than did DNE. In Time 2, only DNE exerted significant effect on burnout. Finally, PE largely did not predict burnout. The results were discussed in the context of REBT model of emotions. The limitations of the study were also highlighted and discussed.

The main objective of the study was to examine whether negative experiences at work, irrational beliefs, alone and in interaction, and negative affectivity as a mediator, could predict psychosomatic complaints and frequency of sickness absenteeism. The hypothesized model showed acceptable fit to the data, suggesting that negative affectivity mediates the relationship between negative experiences and irrational beliefs on the one hand, and psychosomatic complaints on the other. The results also revealed no significant effect of interaction between negative experiences and irrational beliefs, while fatigue and physical symptoms have a significant and direct effect on the number of days of absence. It was concluded that the lack of an effect of psychological symptoms on absenteeism may indicate that employees in Serbia do not see them as a sufficient reason for sick leave. The results are discussed within frameworks of Rational-emotive behaviour therapy and strategic stress management approach.

U najvećem broju dosadašnjih istraživanja akcenat je stavljan isključivo na negativne indikatore stresnog odgovora kod zaposlenih (npr. distres). Nasuprot tome, model organizacijskog zdravlja pretpostavlja da je stres neophodno razumeti uzimajući u obzir kako pozitivne i negativne događaje na radu, tako i pozitivne i negativne indikatore stresnog odgovora. Cilj istraživanja je da testira dve hipoteze izvedene iz ovog modela: 1) pozitivni događaji na radu su u jačoj vezi sa vitalnošću, a negativni sa distresom i intenzitetom psihofizičkih simptoma; 2) na organizacijsku uspešnost utiču, kako pozitivni i negativni događaji na radu, tako i individualni indikatori stresnog odgovora.Na 193 zaposlena sa teritorije Srbije primenjeni su sledeći upitnici: Skala distresa, Upitnik opšteg zdravlja, Skala vitalnosti, Skala izvora stresa, Skala namere za napuštanje organizacije, a privrženost organizaciji ispitivana je jednim ajtemom. Uzorak je činilo 113 žena i 76 muškaraca (četvoro neizjašnjenih), starosti oko 40 godina (AS= 40.4, SD= 10.8).U predikciji distresa, značajna su oba prediktora (pozitivni i negativni događaji); u predviđanju psihofizičkih simptoma i vitalnosti od prediktora značajni su samo negativni događaji. Od organizacijskih indikatora, nameru za napuštanje organizacije značajno predviđaju negativni događaji i distres, a privrženost organizaciji pozitivni događaji i vitalnost. Rezultati daju ograničenu podršku modelu organizacijskog zdravlja. Iako je doprinos pozitivnih događaja na radu značajan u predikciji distresa, može se zaključiti da su negativni događaji na radu (tj. stresori) značajniji prediktor svih ispitivanih indikatora. U predikciji organizacijskih indikatora uspešnosti, rezultati su u skladu sa pretpostavkama modela, mada treba imati u vidu da nisu kontrolisane neke ličnosne varijable (npr. PA/ NA), koje bi mogle imati doprinos u objašnjenju ovih kriterijskih varijabli.