This paper analyses the level of knowledge management implementation in organizations and the impact of control variables on knowledge management dimensions. In addition, the importance of knowledge management influence on the competitive sustainability of an organization is addressed. The idea of the research is to highlight key factors that affect the effectiveness and efficiency of knowledge management applications in transition conditions. Data for the study were obtained by surveying 520 respondents—managers of all levels from manufacturing enterprises in Serbia. A t-test was conducted in several variations. More precisely, the t-test analysis was conducted on the average assessments of knowledge management dimensions and with specific control variables. The findings indicate that knowledge management dimensions differ in domestic enterprises and foreign enterprises as well as that their impact differs across organizational levels. Financial performance (profitability, sales growth, asset growth, market share, competitive position in a specific industry, productivity, and salaries) was found to be a reliable indicator of knowledge management success. It can be concluded that knowledge management dimensions have an important role in transition countries, and it is evident that effective knowledge management is imperative for the competitive sustainability of an organization.

This paper examines and analyzes the differences in organizational commitment and trust at work among conventionally employed and remote employees. Two additional control variables are introduced into the research: Gender and Age of the respondents. The survey included 265 respondents employed in organizations in Serbia (88.3%) and surrounding countries (Bosnia and Herzegovina, Montenegro, Croatia). Remote employees show stronger organizational commitment and trust at work than conventional employees. This applies to the following four dimensions: organizational identification, faith in intentions of peers, confidence in actions of peers and confidence in actions of management. At the same time, the overall sample shows that the degree of engagement at work, as well as the degree of loyalty to the organization, does not depend on the way they work (conventionally or remotely). However, male teleworkers have a very low level of organizational loyalty and it will not be a problem for them to leave their current job if they are offered a better position at another organization. Older teleworkers exhibit statistically significantly greater confidence in management intentions than younger teleworkers. Leaders and managers in conventional organizations should be aware of the potential for employees to experience a decline in organizational identification and confidence in peers and managers. Organizations practicing teleworking must make sure that male teleworkers have low organizational loyalty and can easily leave their current job.

The necessity for sustainable development, the coronavirus pandemic, and conducting business within the frameworks of the fourth industrial revolution—Industry 4.0 create a challenging environment where enterprises have difficulties to achieve and maintain competitiveness. Information is becoming a core construct when it comes to conducting business in the modern, globalized business environment. In this paper, the influence of information systems (IS) on sustainable business performance and competitiveness is analyzed. Additionally, the influence of human resource management (HRM) and decision making (DM) on sustainable business performance and competitiveness, as two crucial constructs in the new paradigm of conducting business, are addressed. The relations are discussed from the aspect of sustainable development and future post-pandemic business trends. The main goal is to determine the relations between the noted constructs in a transitional setting. In sum, 184 manufacturing enterprises from Republika Srpska were surveyed via a structured survey, where the focus was on quantifying and modeling the influence of IS, HRM, and DM on sustainable business performance. The results indicate that IS, HRM, DM can affect business performance in a transitional economic setting. This approach is novel, as the existing body of literature does not address all the noted influencing factors on sustainable business performance and competitiveness in a transition economy. Hence, this paper significantly contributes to the existing body of literature and provides a solid basis for future research in this domain.

The paper examines the effects of organizational culture on employee job satisfaction and financial performance. The research was carried out in organizations in Serbia. 220 employees participated in the research. The dimensions of organizational culture have statistically significant, strong, and positive correlations with the dimensions of job satisfaction and items of financial performance. The exception is the dimension of organizational culture OC3-Power Distance, which has mostly negative correlations. The strongest influences are exerted by the dimensions of Collectivism within the group, Performance Orientation, Humane Orientation, and Assertiveness. The dimensions of organizational culture have stronger predictive effects on the dimensions of job satisfaction than on the items of financial performance. Thus, organizational culture has a greater impact on individual performance, social relations, personal feelings, and satisfaction of employees, while financial performance is also influenced by numerous external factors, such as the state of the industry, the strength, and performance of the competition, consumer needs, and requirements.

Many scholars have been interested in grouping countries into similar clusters based on different criteria including geographic proximity, mass migrations, and ethnic social capital and religious and linguistic commonality. Clustering of societies is beneficial for many reasons and the GLOBE project method of clustering is of special importance from the intercultural management point of view. The results of the GLOBE project were based on the data collected from samples which consisted of middle managers. In this paper, we used the GLOBE project approach to clustering process because of its importance from the point of view of international business cooperation. Namely, it is well known that national culture strongly influences organizational culture and that the business performances are much better when national and organizational cultures fit well. Our cluster consists of Serbia and the Eastern European cluster without Georgia, Kazakhstan and Albania, since the rest of the Eastern European cluster has many common historical connections with Serbia including the fact that they belonged to the former Eastern Bloc (the Communist Bloc) or they were under the occupation of the Ottoman Empire during a long period.

This paper aims to determine the effects of using social networks on work-related outcomes. Observed work-related outcomes are job satisfaction, organizational commitment, and work performance. The moderating effects of gender and age of respondents on the given relations were also observed. In addition, this paper aims to consider the theoretical and practical implications of such research. The research was conducted in West Balkan countries: Bosnia and Herzegovina, Croatia, Montenegro, North Macedonia, and Serbia. Respondents were employed in organizations in these countries and 313 complete questionnaires were collected. The number of social media networks and somewhat frequency of social media networks usage and the number of photos has a positive effect on individual outcomes of employed persons. Daily time usage, frequency of posting photos, number of groups, and number of groups (active participant) have negative effects on individual outcomes of employed persons. Prolonged use of social media networks (during the day) can especially reduce job satisfaction while joining a large number of groups severely jeopardizes organizational commitment. Active participation in a number of groups significantly reduces salary satisfaction and organizational loyalty among male employees. Excessive use of social media network sites and frequent posting of images can reduce satisfaction with the nature of work and work performance among older employees. The discovered connections and influences have scientific and practical significance, which is explained in the paper.