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Organizational citizenship behaviour is a form of employees' behaviour where employees go beyond their formal duties required by job description. Despite the fact that this form of behaviour is not recognized or accepted by the reward system, employees are ready to put in an extra effort in order to achieve organizational goals. However, the readiness of employees to manifest this form of behaviour is not completely unconditional. Numerous empirical studies suggest that such behaviour can be encouraged by employees' job satisfaction, fulfilment of their psychological contract, perception of a high level of organizational justice in the company, support provided to them, etc. Having in mind the importance of this form of employees' behaviour, precisely from the point of view of employers, as well as the factors that influence it, this paper examines the impact of employees' job satisfaction on the level of their organizational citizenship behaviour on the example of the companies in Serbia. The paper starts with three hypotheses. The first and second hypotheses are that employees in companies in Serbia are satisfied with their jobs and that they demonstrate organizational citizenship behaviour. These assumptions were tested using the t-test. The third hypothesis is that employees' satisfaction with their job has a positive effect on their organizational citizenship behaviour. In order to test this hypothesis, methods of correlation and multiple regression analysis were used. The analysis is based on data obtained by primary research realized during 2019. In the research, 244 employees participated. The research showed that there is a positive relationship between respondents' job satisfaction and organizational citizenship behaviour, as well as the positive impact of job satisfaction on organizational citizenship behaviour of employees. This paper's contribution is twofold. First, it provides empirical data regarding the job satisfaction and organizational citizenship behaviour of employees in companies in Serbia. Second, it adds to the existing literature from this field by proposing strategies for increasing the employees' job satisfaction, which will lead to increasing the employees' willingness to manifest organizational citizenship behaviour.

This paper examines the impact of employees' commitment on the productivity of organizations in the Republic of Serbia. Employees' commitment represents the willingness of employees to make efforts for the benefit of the organization and the desire to remain in them. It can be seen as: affective, continuous and normative commitment. Affective commitment reflects a belief in the goals of an organization and a willingness to actively participate in its development; normative commitment reflects a sense of obligation on employees to remain in the organization while continuing commitment is due to employees' assessment that leaving the organization causes greater costs than benefits. Previous research shows that all types of commitment have a major impact on the performance of organizations. As the number of empirical studies on this topic in Serbia is limited, this paper examines the impact of each type of organizational commitment on the productivity of organizations in Serbia, as well as the impact of the overall commitment. The aim of the paper was to identify the types of organizational commitment that have the greatest impact on the performance of organizations in Serbia and to propose measures to HR managers whose implementation can improve the operations of domestic organizations. The starting point of the paper was that employees' commitment has a statistically significant effect on organizational performance. To verify the validity of this assumption, a primary survey was conducted. 169 employees of 17 organizations in Serbia were surveyed. By applying correlation and regression analysis methods, it has been proven that overall organizational commitment, as well as its certain types, have a positive impact on the productivity of organizations in Serbia, with the impact of normative commitment on performance greater than other types of commitment. At the same time, the contribution of continuous commitment to the performance of organizations in Serbia is negligible (statistically insignificant). In line with the obtained results, recommendations for human resources managers in Serbia are proposed. The theoretical implications of the paper are reflected in filling the gap in the national literature in the field of organizational commitment, while the empirical implications are reflected in the mechanisms and measures that are proposed at the end of the paper.

Professional and committed employees have always been a desirable resource in the portfolio of human resources of each company because their expertise and engagement can significantly affect the overall performance of businesses. The readiness to put the potential that have in the function of the company is, however, under the influence of a variety of factors, starting from the design of the job, through the reward system, to the possibility of promotion. As one of the most important factors, which is not sufficiently addressed in domestic literature, is the perception of organizational fairness, as well. This category refers on the degree to which employees believe that the decisions made in the company are fair, the procedures that are applied are fair, and the treatment of the employees to whom the decisions are made for are fair. Numerous empirical researches have shown that when a higher level of organizational justice is perceived in the company, it has a positive impact on the manifestation of organizational citizenship behaviour, job satisfaction, commitment, etc. Since all these forms of employees' behaviour and attitudes are positively correlated with individual, and thus overall, organizational, performances, organizational justice could be seen as one of the factors that can influence the performance that the company as a whole. Bearing in mind the above, the subject of the paper is to examine whether organizational justice has a statistically significant impact on the performance of companies in Serbia, and to what extent some forms of organizational justice (distribution, procedural and interactive) affect them. The aim of the paper is to propose mechanisms and measures based on the results of the research to managers, whose implementation can contribute to the increase of organizational justice in those segments that are poorly assessed. The starting assumption of the paper is that organizational justice has a statistically significant impact on company performance. In order to verify the validity of this assumption, the methods of correlation and regression analysis will be used. The analysis will be based on the data obtained from the primary research carried out in the companies mostly in the South East of Serbia. The theoretical implications of the paper are reflected in filling in the gaps in domestic literature regarding organizational justice and its possible implications, while empirical implications are reflected in the ability to increase the level of justices in the companies in Serbia by applying the proposed mechanisms and measures and thus positively influence attitudes, behaviour and performances of employees.

This paper will analyze the mediating influence of educational level on job related characteristics-job satisfaction relationship. The main research questions are whether the level of education influences job satisfaction. In order to answer this question, MANOVA was applied using the data obtained by the primary research on a sample of 813 employees in the companies in Serbia. Results of the study showed that job satisfaction is rising with increasing the level of education, except in case of highest level of education. Also, all job related characteristics (except contingent rewards) have significantly different influence on job satisfaction of employees with different levels of education. The results also showed that pay has greater influence on job satisfaction of the lowest educated employees than it has on job satisfaction of others. For employees with secondary education, communication and relationship with co-workers has such influence. For job satisfaction of employees with higher level of education, relationships with superiors and operating procedures have greater influence, while for the highest educated employees those are fringe benefits and nature of work.

The paper considers the level of competitiveness of two groups of Balkan countries. The first group consists of neighboring countries of the Republic of Serbia that are not members of the EU (Albania, Bosnia and Herzegovina, Macedonia, Montenegro, Serbia), while the second group consists of five member states of the EU (Bulgaria, Croatia, Greece, Hungary and Romania). Research refers to a time period from 2006 to 2015. The level of competitiveness of countries is analyzed through the value of the Global Competitiveness Index of the World Economic Forum. Special focus is on Basic & Efficiency factors based competitiveness, on the one hand, and Innovation & Sophistication factors based competitiveness, on the other. The conclusion is that Serbia and the selected non-EU countries are lagging behind the group of EU countries, by all indicators. However, data for the observed period reveal trend of convergence of these groups' competitiveness.

Statistical analysis in marketing is largely influenced by the availability of various types of data. There is sudden increase in the number and types of information available to market researchers in the last decade. In such conditions, traditional statistical methods have limited ability to solve problems related to the expression of market uncertainty. The aim of this paper is to highlight the advantages of bayesian inference, as an alternative approach to classical inference. Multivariate statistic methods offer extremely powerful tools to achieve many goals of marketing research. One of these methods is the conjoint analysis, which provides a quantitative measure of the relative importance of product or service attributes in relation to the other attribute. The application of this method involves interviewing consumers, where they express their preferences, and statistical analysis provides numerical indicators of each attribute utility. One of the main objections to the method of discrete choice in the conjoint analysis is to use this method to estimate the utility only at the aggregate level and by expressing the average utility for all respondents in the survey. Application of hierarchical Bayesian models enables capturing of individual utility ratings for each attribute level.

The goal of countries that have excellent comparative advantages for the development of agriculture, such as Serbia, is rural development and the general development of agriculture as an economic branch. This is logical, given the great importance of food available to everyone. According to the World Bank classification, Serbia belongs to the group of countries with high middle income. The aim of this paper is to present the impact of the economic development of the observed countries on the production of food. Methodologies applied for this research are: single correlation and single and multiple regression models and indicators such as global food security index, gross domestic product per capita, share of agriculture in gross domestic product for the year 2022 will be used. [ABSTRACT FROM AUTHOR]

Research Question: The paper examines the impact of specific Hofstede's dimensions of national culture on entrepreneurial culture, depending on the wealth of the national economy. Motivation: Based on the results of some previous research focused on the relationship between national culture and various indicators associated with entrepreneurship (Hayton, George & Zahra, 2002; Pinillos & Reyes, 2011; Zhao, Li & Rauch, 2012; Hayton & Cacciotti, 2013), the paper analyses the impact of national culture on entrepreneurial culture, as a category closely related to entrepreneurship. The identification of the national culture's dimensions contributing to the affirmation of entrepreneurial culture, provides an insight into the entrepreneurial potential of a particular national economy. Idea: The main idea of the paper is to examine whether selected Hofstede's dimensions of national culture (power distance - PD, uncertainty avoidance - UA, individualism - IDV) affect entrepreneurial culture (EC) in a manner identical to that affecting the other indicators of entrepreneurship. The mentioned relationship is not examined as unmediated, but in the context of the effect that national wealth (measured as Gross National Income per capita - GNI) has on it. Data: The survey covered a total of 108 countries for which the data on the values of three selected dimensions of national culture, the index of entrepreneurial culture and the Gross National Income per capita are available. Tools: In order to examine the effect of three selected Hofstede's dimensions of national culture on entrepreneurial culture, correlation and standard multiple regression analyses were conducted. For data processing, statistical software SPSS (version 22.0) was used. Findings: The obtained results of the research show that in national economies with higher levels of IDV and lower levels of UA, higher scores of the EC index are manifested, regardless of the national wealth. On the other hand, the impact of PD on EC is determined by the level of a particular economy's wealth. In high-income economies (HIE), the index of EC is higher if PD is lower. In low- and middle-income economies (LIE), higher values of EC index are manifested if PD is higher. Contribution: The paper expands the knowledge and research base on entrepreneurial culture and the influence that national culture has on it. [ABSTRACT FROM AUTHOR]

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This paper analyzes the impact of corruption on the establishment of new businesses through a comparative analysis of the Western Balkan countries and the developed European countries. The aim of the paper is to examine whether corruption affects the establishment of new businesses, and to identify areas that are important for starting a new business in which corruption is most present, as well as to propose measures that can mitigate the negative effects of corruption and, consequently, make more supportive environments for development of entrepreneurship. Our initial assumption is that corruption has a negative impact on the development of entrepreneurship. In order to check this hypothesis, the method of correlation and regression analysis was applied in research of corruption impact on entrepreneurship development based on a sample of 25 countries. The results of our research have shown that corruption has had a negative and statistically significant impact on the establishment of new businesses. Also, our research has shown that the impact of corruption on the development of entrepreneurship is higher in countries characterized by an insufficiently stable and underdeveloped macroeconomic environment such as the Western Balkans countries, compared to developed European countries. As study has shown, obtaining construction permit and registering property are the areas in which corruption is most pronounced. [ABSTRACT FROM AUTHOR]

We explore the contribution of entrepreneurship to economic growth in South-East European (SEE) transition countries and higher developed European countries. We also investigate the role of specific types of entrepreneurship, in particular opportunity, necessity and high-growthexpectation entrepreneurship. Using data for 21 European countries, we find the contribution of entrepreneurship to economic growth to be considerably smaller in SEE transition countries compared to higher developed European countries. We also find the contribution of high-growthexpectation entrepreneurship to be relatively strong, thereby confirming earlier research. Moreover, the contribution of opportunity entrepreneurship was found to be bigger than that of necessity entrepreneurship, as expected. Nevertheless, the impact of necessity entrepreneurship was found to be significantly positive and only one third smaller in magnitude compared to opportunity entrepreneurship. This suggests that, at least in developed countries, the role of necessity entrepreneurs in the economy may be bigger than previously assumed. [ABSTRACT FROM AUTHOR]

Participation of women in enterpreneurial activity is lower than in men. The gender gap in entrepreneurial preferences may be affected by a large number of very different factors. This study is focused on examining the impact of a large number of different factors on preferences of women and men towards entrepreneurship. The aim of this study was to identify the factors that have a dominant influence on the preferences of men and women towards entrepreneurship, and to propose measures that may increase entrepreneurial tendencies and entrepreneurship development. The initial assumption of this paper was that the preferences of women towards entrepreneurship is lower than the preferences of men, that the dominant influence on gender gap is the women’s great aversion to risk, as well as a large number of barriers in capital provision women face as compared to men. The analysis was conducted on a sample of 1,000 people in Serbia. The study had two phases. In the first phase, we identified seven factors which have the greatest impact on the preferences of the population towards entrepreneurship. Then, using the methods of logistic regression, we analysed the influence of each of them to entrepreneurial preferences. It was shown that the greatest and statistically significant impact on the gender gap in the entrepreneurial preferences of the population in Serbia are the following factors: different possibilities of women and men in obtaining a startup capital, different opportunities for women and men in finding jobs, different risk appetites of women and men and a greater burden on women's family responsibilities. [ABSTRACT FROM AUTHOR]