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Companies are increasingly aware that employees are an important factor in success, so they pay more and more attention to them. Because of that, organizational culture and normative commitment are also included as extremely important factors. The research includes a systematic and comprehensive review of the literature and at the same time obtaining and analysing data from practice through a survey. The research focuses on employees from the logistics departments in the supply chain of electronic component production and supply. Group of companies across Europe were included in the survey (Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Republic, Germany, Hungary, Latvia, Lithuania, North Macedonia, Poland, Romania, Russia, Serbia, Slovenia and Ukraine). The research demonstrates the realization that the types of classification of organizational culture have different effects on direct and indirect normative commitment. Gender differences were also found. The research-based on the calculated average mean values shows the classifications of organizational culture and normative commitment. The latter follows the organizational culture with minor deviations. The order of classification of organizational culture follows the current economic situation, where according to the studied criteria, the first is a culture of the market. The research shows that men’s rate of normative commitment is better than women’s, while in organizational culture the situation is exactly the opposite. One of the most significant findings is based on the Pearson correlation coefficient with the SPSS program was found that, according to the classification, Hierarchy culture has a positive effect on indirect normative commitment.

Background: The contemporary world-wide socio-economic crisis tends to escalate and contribute to the global crisis. Limitation of education to one-sided ‘knowledge management’ rather than socially responsible ‘knowledge-cum-values-management’ is one of the crisis’s causes. Objectives: The limitations to current knowledge management should be analyzed with systemic thinking. Which values are prevailing in it now and which values will enable the survival of humankind? Methods/Approach: In the first part, literature is reviewed for analysis and conceptual generalization of knowledge management. The theoretical framework based on ‘system theory’, ‘knowledge management’ and ‘knowledge-cum-values management’, and ‘values of social responsibility’ is introduced. In the second part a new theoretical concept “A potential methodological support for human transition from one-sided to requisitely holistic behavior via social responsibility” is discussed. Results: Knowledge management is a too narrow concept, it tends to leave aside human values, an impact on the natural environment, and extremely growing differences. Humankind needs consideration of responsibility, interdependence and holism in order to minimize detrimental impact of individual behaviour on society, i.e. humans and nature. Conclusions: The research indicates that individuals should attain more requisite holism, and should not be irrational by trying to attain only rationalism in human decision-making and action.

In this paper, we focus on the importance and influence of employees’ values as an essential element of organizational culture in the acquisition of knowledge. Based on empirical research, we studied the influence of employees’ values in Slovenian organizations on the acquisition of knowledge, enabling us to identify the core values that exert the greatest effect on the acquisition of knowledge. The results of the analysis confirmed the positive impact of employees’ values on the acquisition of knowledge. We found that the more employees are dedicated to personal development and the more they feel connected and loyal to the organization, the more they are inclined to the development and acquisition of knowledge.

The main goal of our research is to analyze and display causes of a bullwhip effect formation within a supply chain, as well as to provide the appropriate solutions to limit the occurrence of the bullwhip effect by using the proper information flow and partners’ cooperation within the supply chain. The bullwhip effect is one of the most important issues in the supply chain management and it is present in many companies. It preserves a character of invisibility because there are lots of causes for its formation and they are usually difficult to discern. The bullwhip effect is a phenomenon of an increase in the order variability within a supply chain. The higher we are within the supply chain, the higher is the order variability. The company encountered with the whip effect can successfully reduce its impact by improving the information flow, as well as improving partners’ cooperation within the supply chain. In this way the company can limit its negative repercussions and increase the profit. The article focuses on the overview of the bullwhip effect within a distribution chain, from its causes to suggestions and measures how to ease its negative repercussions on the organisation. Part of the causes could be found in the market demand variability and in the lack of communication about the actual marked demand within the supply chain. The rest of the causes are related to obstacles that emerge among different partners within the supply chain (role of culture). A qualitative analysis is applied on the basis of the selected cognitions from the supply chain management. The quantitative analysis is based on the theoretical research of the effective flow of information among the participants and its contribution to the reduction of the bullwhip impact. The article discusses two research questions: 1) The correct information flow within the supply chain and the improvement of the communication among partners can lead to the bullwhip effect reduction, and 2) A reduction of the bullwhip influence can lead to the increase of cooperation among partners. The results of the analysis can be used for further research.