We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

Purpose The purpose of this paper is to investigate the differences between adaptive behaviour and innovative behaviour of individuals according to Kirton adaptation-innovation (KAI) model and determine how these differences impact entrepreneurial potential dimensions. Research sample consisted of student population from three countries: Serbia, Bosnia and Herzegovina (EU candidate countries) and Belgium (EU country). Research results will be valuable for the development of entrepreneurship in EU candidate countries. Data were collected from a sample of 1,008 university students from these three countries. KAI inventory, questionnaire on entrepreneurial traits (QET) and the scale of entrepreneurial potential (SEP) were used to obtain data. The canonical discriminant analysis determined differences and structure of differences between the adaptive and innovative persons, described by KAI model and their scores on the dimensions of the entrepreneurial traits model, as well as on entrepreneurial potential model. Design/methodology/approach In this study, the first research question concentrates on the existence of differences among students from Bosnia, Serbia and Belgium with regard to the dominant style of problem-solving according to KAI model to determine whether students from EU countries and non-EU countries differ in regard to problem-solving style. Second research question is the existence of differences in the development of entrepreneurial potential by EQT and SEP among student adaptors and student innovators according to KAI model to investigate to what extent the dominant style of solving problem contributes to differences in the development of entrepreneurial potential among students. Findings The research has confirmed the existence of significant differences between the adaptors and innovators described by the KAI model in terms of developed characteristics of entrepreneurial potential in the student population. Results of the research prove that young innovators possess to a greater extent developed key characteristics important for entrepreneurship, as well as intellectual and organizational skills, motivational factors and social capacity, self-confidence and constitutional factors. This research also revealed key differences among students with regard to the country of origin. Practical implications The practical implications of the research are reflected in the creation of the initial guidelines and structural support for the promotion of entrepreneurial potential in young people, where it can be concluded that it is particularly important to encourage innovation and creative approach to problem-solving, but also awareness of young individuals and development of their knowledge of entrepreneurship. Originality/value The main objective of this research was the examination of differences between students who belong to the category of adaptors and students innovators according to the KAI model (Kirton, 1976, 1998, 2003), with regard to the researched dimensions of entrepreneurial potential, to explicitly as possible identify differences in personal characteristics of young people who are predisposed for entrepreneurship and those who are not. Young innovators and adaptors significantly differ according to the researched dimensions of the EQT and SEP models of entrepreneurial potential and young innovators possess more developed entrepreneurial potential than adaptors.

Purpose – The purpose of this paper is to identify relevant gaps in human capital (HC) related to innovation performance, which might be the basis for creation of more effective innovation strategies. Design/methodology/approach – The proposed approach contains the following four steps: HC survey, assessment of HC value drivers, identification of gaps related to the HC value drivers and recommendations for an innovation strategy based on identified gaps. The HC survey includes 554 managers from Serbian companies within seven different industries. Findings – The biggest gaps in observed Serbian industries are related to crucial HC value drivers for innovation process, such as innovativeness, education and knowledge sharing and social skills. Research limitations/implications – Although there are limitations in measuring HC and innovation drivers, this approach seems to be valid in recommending more effective innovation strategies/policies on micro and macro level. Practical implications – This research reveals potentials and barriers within HC in different Serbian industries, crucial to innovation, pointing to the initiatives which might improve innovation performance across Serbian industries. The identification of HC gaps across industries is valuable for gathering sounder intelligence of the sources of innovation and fine-tuning of national innovation strategy according to specific features of industries. Originality/value – The proposed approach integrates a new perspective into current innovation measurement paradigm. It includes gaps within HC in the assessment of innovation performance, which might foster intangible innovation potential.

No abstract

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 purpose of this study is to examine the differences in family entrepreneurship background and personal attitudes of students regarding their future career preferences and its effects on the development of specific dimensions of entrepreneurship potential of a student population. The sample consisted of a student population from Serbia, Bosnia, and Herzegovina as EU candidate countries and Belgium as an EU member country. A sample of 1008 university students from these three countries participated in this research. Instruments used in this research were the Questionnaire of Entrepreneurial Traits (QET) and the Scale of Entrepreneurial Potential (SEP). Canonical discriminant analysis confirmed significant differences in scores on both QET and SEP scales of entrepreneurial potential between students that have family entrepreneurship background and those who do not. Differences were also shown among students who strive for self-employment, and consider establishing their own business, and students who would like to find employment in the state or private sector. Young people whose family members are engaged in entrepreneurship are influenced by their parents who started companies, parents’ personal characteristics, and parent’s model of behavior, which significantly shapes the behavior and characteristics of these young people, compared to those young people whose parents do not start companies. Young people who prefer to build a career within their own enterprise have basic characteristics that predispose them for engagement in entrepreneurship within their own company, whereby this provides them with the only way they can achieve the full capacity of their individual potential. Both these groups display a more developed initiative, independence in decision making, they are more open minded and prone to take on risks, have more developed organizational skills, and more positive attitudes towards entrepreneurship. Results of this study can help identify and foster factors that significantly develop specific characteristics of entrepreneurship potential of student populations, such as family entrepreneurship background and career preferences.

Abstract. LEAN management is the concept of production management, product development and services that aims to create a true step change specifically targeted to the buyer or the goods or service. LEAN management is a dynamic process that uses knowledge and is focused on the customer. This is a process by which companies are continuously working to eliminate losses and value creation.

No abstract