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Globalization, fast-paced technological, economic, and social changes, and increased competition have affected the current business environment by changing the role of knowledge, innovation, and creativity in work, learning, and everyday life. Although Knowledge Management (KM) is usually explored separately from creativity and innovation, these concepts are closely related and in practice reinforce each other. Linking KM to innovation and creativity management in a holistic fashion has facilitated the examination of the knowledge management impact on innovation performance of organizations. In addition, this practice makes it possible to examine how creativity and invention can be used to increase the efficiency of knowledge management. This chapter focuses on the analysis of the role and importance of creativity, innovation, and invention in knowledge management. In addition, the chapter investigates the role of KM in innovation, and environmental and personal factors, which contribute to creativity, innovation, and invention in KM.

Original scientific paper This paper analyses various personal and organizational factors that affect knowledge sharing between employees in organizations. Personal factors involve general demographic characteristics i.e. gender, age and years of experience, and also technical, social or natural orientation of the profession of employees. Characteristics of organizations that were examined regarding knowledge sharing behaviour are the type of ownership and production or service activity of the organization. Results show that gender, level of education, organizational tenure and advance at work have significant impact on knowledge sharing. Regarding different types of organizations, the type of activities does not affect knowledge sharing, while the type of ownership does. Results have primarily practical implications for the design of managerial and organizational measures that would provide knowledge sharing and spreading in a more efficient manner and in accordance with the long-term strategic goals of the organization. Keywords: demographic factors; employees; knowledge sharing; organizational factors; organizations Utjecaj demografskih i organizacijskih faktora na dijeljenje znanja između zaposlenika u poduzećimaIzvorni znanstveni članak U radu se analiziraju razne personalne i organizacijske značajke koje utječu na dijeljenje znanja između zaposlenika u poduzećima. Personalne značajke se odnose na opće demografske karakteristike kao što su npr. spol, starost i godine radnog staža, kao i na tehničku, društvenu ili prirodnu orijentaciju struke zaposlenika. Karakteristike poduzeća koje su ispitivane u odnosu na dijeljenje znanja između zaposlenika su tip vlasništva i proizvodna ili uslužna djelatnost poduzeća. Opće demografske i organizacijske značajke kao što su spol, stupanj obrazovanja, organizacijski staž i napredovanje na poslu imaju značajan utjecaj na dijeljenje znanja. Što se tiče različitih tipova organizacija, tip djelatnosti ne utječe na dijeljenje znanja, dok tip vlasništva ima utjecaj. Rezultati imaju prije svega praktične implikacije na koncipiranje upravljačkih i organizacijskih mjera kojima bi se omogućilo da se znanje dijeli i širi na efektivniji način i u skladu sa dugoročnim strategijskim ciljevima poduzeća. Ključne

The aim of this study was to identify which employees' sociodemographic characteristics and personality traits affected their career development. The research was conducted on a sample of 462 employees, aged between 30 and 55. The final analysis of covariance model included only characteristics which had previously been identified as having significant effect and relations with career development: gender, age, education level, years of work experience with the current employer, total years of work experience, financial status, and all Big Five traits. It was determined that the following characteristics had a significant effect on career development: gender, years of work experience with the current employer, and financial status, from the set of sociodemographic characteristics, as well as Conscientiousness, from the personality traits. Sociodemographic characteristics and personality traits, especially Conscientiousness, represent significant determinants in career development.

This study examines the impact of authentic leadership capabilities on the learning organization at the organizational level through employee affective commitment in Serbian organizations. Although these indirect interrelations are very important for improving the conditions for building the learning climate and culture, previous research has not usually explored them. The analysis of a survey of 502 employees in the manufacturing and service companies in the Republic of Serbia confirms these influences empirically. The results reveal that perceived authentic leadership capabilities moderately and positively influence employee affective commitment, which in turn partly affects the learning organization at the organizational level. Diese Studieuntersucht den Einflussauthentischer Führung auf lernende Organisationen auf organisatorischer Ebenedurch Messung der emotionalen Mitarbeiterbindung in serbischen Organisationen. Obwohldieseindirekte Wechselbeziehungsehrwichtigist, um eineständige Verbesserung des Lernklimas und der Lernkultureiner Organisation zugewährleisten, wurde in bisherigen Studienkaumdaraufeingegangen. Anhand der Analyse einerUmfrageunter 502 Angestellten in serbischen Unternehmen des industriellensowie des dienstleistenden Sektors, konnte der Einflussempirischnachgewiesenwerden. Die Ergebnissezeigen, dasseinaktivwahr-genommenerauthentischerFührungsstileinenpositivenEinfluss auf die emotionale Mitarbeiterbindung hat, die wiederum Teile der organisatorischen Ebene von lernenden Organisationenbeeinflusst.