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Nel presente contributo si riflette sull’insegnamento dell’aspetto verbale serbo e croato a studenti italofoni e si avanzano alcune proposte per il suo insegnamento. In particolare, il percorso delineato si avvale degli apporti della teoria linguistica formale e cognitiva e li traduce in una serie di attività e materiali didattici improntati all’analisi contrastiva e alla riflessione metalinguistica. Inoltre, si forniscono suggerimenti su come, quando e in che ordine affrontare diversi elementi della conoscenza dell’aspetto (di natura semantica, pragmatica, morfologica, lessicale, metalinguistica) necessaria per gestire il sistema aspettuale in serbo e croato. Il contributo contiene, a titolo di esempio, alcuni esercizi sperimentati in classe ed è pensato come una risorsa per gli insegnanti di serbo e croato come L2.

Students acquire learning material in different ways. Some prefer to read, some prefer to listen, others use the third type of sense. Traditional teaching uses only one of these teaching strategies since it is impossible to use all of them in the classroom. However, these days, adaptive e-learning systems enable learning material to be customized to the individual needs of learners. For the purpose of this paper, the researchers designed a model of the adaptive learning management system and implemented it in Moodle. The system was evaluated on 228 students. The incorporation of learning styles in Moodle is based on the VAK learning style model. The authors analysed the effects and effectiveness of an adaptive e-learning system. It was discovered that there are significant differences in learning effectiveness, satisfaction and motivation when students use an adaptive e-learning module in comparison to a standard e-learning module. Moreover, we investigated the durability of knowledge acquired with an adaptive e-learning system by comparing the performance of students not only after the completion of the course but also a month after the course. The results of the research confirmed the authors’ expectations and showed that an adaptive e-learning system can increase students’ learning results. So far, to our knowledge, no study has evaluated the performance between a control and experiment group a few months after the completion of the course, i.e. by analysing the durability of knowledge acquired through an adaptive e-learning system. Moreover, the motivation of students to continue using an adaptive e-learning system hasn’t been analysed until now.

Research Question: This paper starts with the research question regarding the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Motivation: The main motivation for this research study was: to examine a compromising conflict resolution in the public sector in Serbia; to examine the frequency, causes, conflict resolution strategies and methods for their reduction and for improving work climate in the public sector in Serbia; to examine the job satisfaction in the public sector in Serbia; and to examine the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Idea: This research started with the intention to study job satisfaction or dissatisfaction and workplace conflicts in the public sector in Serbia in order to reach a more efficient and effective human resource management. Data: The research study was conducted from the beginning of March 2019 until the end of April 2019. The total sample size amounted to 300 respondents employed in the public sector in Serbia. Tools: Two scales have been used to gather data and conduct the research: the compromising conflict resolution scale and the job satisfaction survey scale. Findings: More than half of the respondents employed in the public sector in Serbia believe that conflicts in their workplace are not frequent, while less than half of them finds them frequent. This finding shows that opinions are divided regarding conflicts. As the main reason for conflicts, the respondents reported personal conflicts, organizational conflicts and communication conflicts. The best strategies to handle conflicts, according to the employees in the public sector in Serbia, are cooperation, competition and avoiding. At the same time, compromise occupies the bottom place according to its frequency occurrence. As regards the methods to lower the levels of conflict frequency and to improve the organizational climate, the employees in the public sector in Serbia emphasized better planning and division of work and more resources that a company has at its disposal. Regarding job satisfaction, these findings put employees in the category of ambivalent emotions. Contribution: The primary contribution of this paper is in its effort to lead to better human resource management in the public sector in Serbia due to the research study results.

This paper is aimed to show the quality of work life seen through correlation among attitudes about workplace quality and quality of organizational communication with indicators of external communication of the organization. It questions the employees in public, state and private sector in Serbia and 9 other countries of Southern and Western Europe. This work intends to prove that the quality of work life, and employees' motivation, as seen through attitudes of the employees, strongly correlates with indicators of external communication of the organization. The findings show that there is both positive and negative correlation between (un)successful external communication of the organization and motivation of its employees that describe Quality of work life of employees. This paperwork presents contribution to the current sources explaining the Quality of life among employees and its link to external communication of the organization.

Quality of life may be analyzed from different perspectives. In compliance with that, it may be assumed that the social position of the profession has significant impact on quality of life. The paper presents the analysis of the research which aim was to examine the three dimensions of the social position of the engineering profession in the society of post-socialist transformation: material status, social power, and social reputation. We compared the results of the current study with the results of the research that we had conducted in the period when socialist relations still exist in organizations. Moreover, we studied how the engineers perceive these three aspects of the social position of their profession. The first research was conducted in 1998 and the second in 2015. 200 engineers were questioned in 146 companies. The results indicate that the dimensions of social position, such as the material standard and the social influence of engineers in Serbia today are a little more favorable than they used to be at the end of the 90s. Finally, a majority of the engineers from our research believe that their expectations regarding the engineering profession have not been fulfilled and in future, their quality of life may be enhanced in terms of social importance and recognition.

Slavic-Romance language contact: the case of two phenomena in Resian This paper investigates the mechanisms of language contact in shaping two aspects of Resian nominal and clausal syntax, the quantifier karjë ‘many, much’ and the rise of subject clitics. Resian is a definitely endangered Slavic variety spoken by not more than 1000 speakers in the Italian Alps, which has been in intense contact with Romance (Friulan and Italian) for centuries. It is well known that language contact is the principal trigger for language change (Kroch, 2001). The contact, indeed, has been readily invoked in some descriptive work on Resian (Skubic, 2000) to account for the observed Romance-like traits of Resian grammar. In order to account for the observed changes, which point to the direction of developing Romance-like traits, I propose instead a scenario which relies on the interplay of both internal and external causes (along the lines of Heine and Kuteva, 2005), with the initial trigger being provided internally (e.g. phonological changes, structural gaps). Słowiańsko-romański kontakt językowy na przykładzie dwóch zjawisk z dialektu rezjańskiego W artykule przeanalizowano mechanizmy kontaktu językowego w kształtowaniu się dwóch aspektów składni nominalnej i zdaniowej Rezjan – funkcjonowanie kwantyfikatora karjë ‘wiele, dużo’ oraz tworzenie się klityk. Rezjański jest silnie zagrożonym dialektem słowiańskim używanym przez nie więcej niż 1000 osób w Alpach włoskich, które od wieków pozostawały w intensywnym kontakcie z ludnością romańską (posługującą się językiem friulskim i włoskim). Wiadomo, że kontakt językowy jest głównym czynnikiem powodującym zmiany w idiolekcie (Kroch, 2001). O kontakcie międzyjęzykowym mówi się w wielu opisach gramatycznych, np. w Skubic, 2000, gdzie przedstawiono zaobserwowane romańskie cechy gramatyki dialektu rezjańskiego. Analizowane w artykule sytuacje potwierdzają tezę, że konstrukcje rozwinięte na skutek kontaktu językowego są nie tylko rezultatem wpływu zewnętrznego, ale także pro­cesów wewnątrzjęzykowych (za Heine i Kuteva, 2005) – początkowe „wyzwalacze” zazwyczaj pochodzą z systemu rodzimego (np. zmiany fonologiczne, luki strukturalne).

Research Question: This paper starts with the research question regarding the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Motivation: The main motivation for this research study was: to examine a compromising conflict resolution in the public sector in Serbia; to examine the frequency, causes, conflict resolution strategies and methods for their reduction and for improving work climate in the public sector in Serbia; to examine the job satisfaction in the public sector in Serbia; and to examine the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Idea: This research started with the intention to study job satisfaction or dissatisfaction and workplace conflicts in the public sector in Serbia in order to reach a more efficient and effective human resource management. Data: The research study was conducted from the beginning of March 2019 until the end of April 2019. The total sample size amounted to 300 respondents employed in the public sector in Serbia. Tools: Two scales have been used to gather data and conduct the research: the compromising conflict resolution scale and the job satisfaction survey scale. Findings: More than half of the respondents employed in the public sector in Serbia believe that conflicts in their workplace are not frequent, while less than half of them finds them frequent. This finding shows that opinions are divided regarding conflicts. As the main reason for conflicts, the respondents reported personal conflicts, organizational conflicts and communication conflicts. The best strategies to handle conflicts, according to the employees in the public sector in Serbia, are cooperation, competition and avoiding. At the same time, compromise occupies the bottom place according to its frequency occurrence. As regards the methods to lower the levels of conflict frequency and to improve the organizational climate, the employees in the public sector in Serbia emphasized better planning and division of work and more resources that a company has at its disposal. Regarding job satisfaction, these findings put employees in the category of ambivalent emotions. Contribution: The primary contribution of this paper is in its effort to lead to better human resource management in the public sector in Serbia due to the research study results. [ABSTRACT FROM AUTHOR]

In this paper, the authors aimed to examine the relationship between the process of employee job satisfaction and the quality of work life. The main hypothesis, which is confirmed in the paper, is that there is a statistically significant correlation between the elements of job satisfaction and the quality of work life. Based on the suggested hypothesis, the main objective of the paper was to identify the concerns within the job satisfaction processes in the organizations where the research was conducted. The research involved 127 respondents who are employed at all three management levels in the organization (top management, middle management and the first- line management) in 86 business entities in the Rasina District. For the purpose of implementing this research, a questionnaire was used and its results were subsequently processed by using several statistical methods. The results of the research indicate, among other things, the concerns in the job satisfaction process, which are the basis for measuring and improving the quality of work life.