The imperative of changes associated with digital transformation gave impetus to this study, which aims to examine the impact of digital capabilities and digital citizenship on digital transformation, as well as to identify the role of digital citizenship in the relationship between digital capabilities and digital transformation. Digital transformation is observed via change management and risk management, and two facets of digital citizenship are examined: information and data literacy and information security management. A survey was carried out, and respondents were managers employed in companies from various industries in Serbia. Considering the total sample of 224 valid questionnaires the PLS-SEM method was used to test the relationships in the proposed model. Results suggest that digital capabilities have a significant positive impact on change management, information and data literacy, and information security management. Results also confirm that digital citizenship mediates the relationship between digital capabilities and both change management and risk management.

Remote working became a widespread business practice during the COVID-19 pandemic as an organizational response to protect employees’ health and maintain business continuity. The aim of this paper is to reveal the role of social support in the relationship among NWHI, NHWI and loneliness, and work engagement and job performance. The study respondents were employees with a remote working status in Serbian companies, and a total of 226 valid surveys were collected. The PLS-SEM approach was deployed to test the hypothesized relationship between named variables. A standard bootstrapping procedure was used to reveal direct and indirect effects among latent variables. Results indicate a strong and positive direct association between social support and work engagement and job performance, while mediation and moderation of the role of social support were mostly confirmed but with some results opposite to what was expected. Social support was not able to buffer a negative home–work interaction and loneliness within remote working. The study offers insight into the role of social support and recommendations for managing the antecedents and consequences of remote working, with the aim to determine a sustainable model for extensive application, not only during the COVID-19 pandemic, but in regular times.

The importance of knowledge management and its contribution to organizational performance and innovativeness has been the subject of many studies and is increasingly gaining recognition worldwide. Our study analyses the impact of knowledge management on perceived organizational performance and innovativeness in the context of the Serbian economy. The results of the empirical research on leading Serbian firms demonstrates the direct and positive effect of knowledge management. The regression results show that knowledge management generally has a positive effect on organizational performance. Also, the results show that knowledge management is positively related to the different dimensions of organizational innovation (process innovation and administrative innovation). The mediating effects of process innovation and administrative innovation on the relationship between knowledge management and organizational performance are only partially supported.

The transformation of a capital-intensive to knowledge-driven economy has marked the beginning of a new epoch in business doing. Carrying out business activities in an extremely dynamic environment has greatly reduced the importance of traditional concepts and techniques, which is the reason why the focus has shifted to human resources and their management. Accordingly, a company should attract, retain and motivate its employees in order to ensure a high level of their satisfaction by ensuring the achievement of strategic goals. A possible direction of achieving the desired position is based on the development of the employer brand. Therefore, the aim of this paper is to determine the impact of practice in conducting employee recruitment activities on their satisfaction, as well as the influence of the employer brand as a mediator on the identified relationship between the recruitment and satisfaction of employees in Serbia. The results of the conducted empirical research study have proven the existence of a statistically significant positive influence of employee recruitment on satisfaction, while the mediating influence of the employer brand has also been fully confirmed.

The COVID-19 pandemic resulted in significant changes to business operations, particularly addressing human resources and their role within the firm. This study aims to assess the sustainability of human capital efficiency in the hotel industry, including the early effects of the COVID-19 pandemic. In accordance with the value-based approach, the human capital efficiency (HCE) coefficient was calculated on a sample of 157 hotels in a five-year period, including the year in which the pandemic was declared. We employed a quantitative methodology based on the VAIC^TM method of assessing human capital efficiency and Annual Compounded Growth Rate (ACGR) to evaluate the trend of human capital efficiency. The research results showed a change in the trend of human capital efficiency in the hotel industry in 2020, as well as a change in the mean value of the HCE coefficient. Hotels with a higher category demonstrated a better ability to create value using human capital. The contribution of this work is represented in the quantification of the sustainability of human capital efficiency in the observed period and the early impact of the COVID-19 pandemic on the value-added efficiency of human capital in the hotel industry.

Background/Objectives: Quality of work life (QWL) in the healthcare industry emerges as an important factor for enhancing positive and preventing negative work-related outcomes, including quiet quitting. The aim of the study was to investigate the impact of quality of work life on the indication of quiet quitting among healthcare professionals. Methods: A cross-sectional study design and convenience sampling method were applied. A minimum sample was estimated by applying Cochran’s formula with a 5% significance level and 95% confidence interval. The target population of the study consisted of healthcare professionals employed in public health organizations in central Serbia, with a total sample size of 647 respondents. Testing the relationship between determinants of quality of work life and quiet quitting was conducted through a structural equation modeling approach based on partial least squares (PLS-SEM). Results: The results indicate that psychological, physical, and cultural quality of work life have a significant impact on the manifestation of quiet quitting among healthcare professionals, especially among women. Conclusions: Findings suggest that social well-being is significant only for men in relation to quiet quitting. The findings reveal the elements of quality of work life are associated with the occurrence of quiet quitting among healthcare professionals, thus serving as a solid starting point for formulating effective human resource management strategies that can prevent negative consequences.