Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

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Research Question: The purpose of this paper is to determine whether the number of jobs the Millennial generation intend to change during their career is larger than that of previous generations; to compare the Millennials’ intention to leave their current job to the previous generations’, and also to examine the relation between the Millennials’ turnover intention and their job satisfaction. Motivation: Millennials keep their resumes updated and have a reputation to be job hoppers (Shaw & Fairhurst, 2008; Meier& Crocker, 2010). Moreover, their job hopping has been an unprecedented problem for the employers (Tulgan 2015) and they are reported to have higher turnover intention rate than other generations (Kowske, Rasch & Wiley 2013; Deloitte, 2011; Twenge, 2010; Sujansky & Ferri-Reed, 2009). Additionally, it is generally accepted that job satisfaction and employee turnover intention are negatively related (Mobley 1977; Susskind et al. 2000; Schwepker 2001). Having in mind a lack of relevant literature as well as research in Eastern European countries, our goal was to explore if the same can be concluded for the Millennials in Serbia. Idea: The core idea of this paper was to empirically evaluate the relationship between the stated variables. Data: The analysis was conducted during 2017 in Serbia using a questionnaire which was made in the form of an online survey and distributed by email and posted on social networking websites. A total of 802 valid responses were received. Tools: Statistical analyses of all collected data were used to draw conclusions. Findings: The results of the study confirmed that the intention of the respondents to change a larger number of jobs in their career increases as we move towards the youngest generation in the workplace. Generation Y was found to be the only generation that has a higher percentage of those who think that they will quit the current job in the next two years than those who expect the opposite. The analysis confirmed that turnover intention increases with job dissatisfaction - the greater their job satisfaction is, the less Millennials will want to change their current employer in the next two years. Contribution: This paper expands existing research related to the turnover intentions and job hopping of Millennials and provides recommendations for organizations for retaining the members of Generation Y.

Scholars have emphasised the importance of green settings in today’s business paradigms. Studies on green behaviour have produced a plethora of noteworthy discoveries, whether focused on financial success, individual capabilities, or development. However, despite significant growth in interest in green business practices, the relationship between individuals’ willingness and green competencies has received little attention. This article used the customised green competencies conceptual model to investigate how green skills influence organisational performance and their relationship with the willingness moment. This article developed an innovative human resource management approach to address these difficulties. A questionnaire was used to perform empirical statistical research with 516 respondents from Serbian universities. Different mathematical and statistical methodologies were used to analyse the results. The findings corroborate the suggested theoretical model, and they suggest that green competencies will influence people’s willingness to participate in green activities. This article gives new information on human behaviour and organisational effectiveness in a green atmosphere. It includes managerial and practical consequences and recommendations for businesses looking to improve their social responsibility and environmental sustainability.

The authors analyse a current problem from the economic point of view on the rural development of Sirinicka Zupa and the significance of financing rural tourism. Starting hypothesis of authors is that the rural tourism directs a total agro complex towards the sustainable development of this Serbian enclave. The term "agro tourism" refers to an unbreakable interdependence between agriculture and tourism, and therefore is inevitable to solve in parallel the issues of agricultural holdings funding in the Serbian enclave Sirinicka Zupa in Kosovo and Metohija. The quality observation method, the analysis method, the synthesis method and interviews helped the authors in getting the information on business problems of agricultural holdings, and the authors were trying to give the answers, suggestions and solutions in order to help Serbian people in enclaves to engage in and develop tourism, and therefore also to survive and live on the centuries-old hearths.

Climate factors have an impact on plant life cycle, yield, productivity, economy and profitability of agricultural production. There are not a lot of studies on understanding of influence of climate factors variation on maize yield in agro-ecological conditions of Serbia. The aim of this paper is analysis of variation of climatic factors over a long-time period, as well as assessment of impact of the examined climate parameters on maize yield in two localities in the Republic of Serbia. For the analysis of climatic factors (temperature, precipitation, sunshine, humidity) in the region of Central Serbia and Vojvodina, the data of meteorological stations Kragujevac and Sombor during two thirty-year periods (1961–1990 and 1991–2020) were used. In order to determine the existence and strength of the relationship between the observed climatic factors and maize yield, a correlation analysis of these indicators for the period 2005–2020 years, was performed. In the period 1991–2020, the average values of temperature were annually increased for 0.046 °C in Kragujevac and for 0.05 °C in Sombor, and in the same period the average value of sunshine on an annual level was increased for 1.3 h in Kragujevac and for 5.01 h in Sombor, 2020 in comparison to average values in period of 1961–1990. The humidity was decline annually for 1.3 in Kragujevac and for 3.4 in Sombor in period 1991–2020 in comparison to average humidity in period of 1961–1990. The results of the correlation analysis showed that the maize yield was significantly lower in the years with expressed high temperatures and precipitation deficit. Based on these studies, established effect of climate change on maize yield and that this demand developing adaptation agricultural practice through creating maize hybrids and varieties with greater adaptability and improvement of agrotechnic measure.

Increased competition in international luxury hotel industry requires the hotels to continuously improve their HRM policies and practices, with a particular focus on employee training. Hotel industry globally employs a large number of people with high labour turnover. Training employees in hotels, especially in international luxury hotel chains, has always represented a challenge since guests demand high-quality personalized services. The aim of this paper is to examine how international luxury hotel chains in a developing country, such as Serbia, implement training programs. The research was conducted in six five-star and four-star hotels in Belgrade-members of international luxury hotel chains, through in-depth interviews with managers from these hotels. The research has shown examined hotel implement some of the training programs usual for luxury hotel chains. However, in order to develop their local talent pools and improve staff skills on a continuous basis, the luxury hotels in Serbia need to reexamine their training systems, having in mind that most of them are highly standardized, to implement more diversified training plans, and provide more overseas training opportunities for local employees from Serbia.

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