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.

Digital skills are increasingly vital for enhancing employability, as they equip individuals to meet the evolving demands of the modern workforce. Therefore, this paper examines the impact of digital skills on employability, focusing on the influence of both basic and above-basic levels of information and data literacy, communication and collaboration, problem-solving, digital content creation, and safety skills, considered key components of digital competence. The research employs regression analysis using secondary data extracted from the Eurostat database. Based on data from 32 European countries, the findings indicate that three proxies for digital skills, communication and collaboration, digital content creation, and safety, significantly and positively influence employability. The contribution of this paper to the existing literature on digital skills and employability is twofold. First, by evaluating the influence of five categories of digital skills across different proficiency levels on employment rates, the study sheds light on which specific digital skills have the most substantial impact on employability in today’s labor market. Second, the findings provide a foundation for formulating recommendations aimed at enhancing the digital capabilities of the labor force.

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.

The purpose of this paper is to investigate the relationship between ages and gender of employees in organisations in Serbia and their job satisfaction. When it comes to age-job satisfaction relationship the assumption is that this relationship could be represented by the “U” curve. When it comes to gender-job satisfaction relationship the authors investigate whether there is a difference in the overall job satisfaction between men and women as well as whether there is a statistically significant influence of different job facets on job satisfaction of men and women in different ages in organisations in Serbia. For testing these assumptions descriptive statistics and multivariate analysis of variance were applied. The research methodology also included theoretical analysis of the concept of job satisfaction. Results of the study have shown that the level of job satisfaction of employees of different age cannot be represented by the “U” curve. Further, the results have shown that there is a small difference in the overall job satisfaction between men and women as well as that there are some dimensions of job that have statistically significant influence on job satisfaction of men and women in different ages. The practical implication of this paper is that it, based on the obtained results, suggests to the managers certain human resource management (HRM) practices in order to gain more satisfied and, hence, more productive employees.

In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

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.