Das Ziel dieses Artikels ist es, die Beziehungen zwischen den GLOBE Kultur-Dimensionen, der Arbeitszufriedenheit und dem Führer-Mitarbeiter-Verhältnis in serbischen Organisationen zu untersuchen. Einer der wichtigsten Aspekte dieser Studie war die Demonstration der Nützlichkeit der Anwendung allgemeiner Kulturtheorien bei der Untersuchung von Unternehmenskulturen. Die Stichprobe besteht aus 256 mittleren Führungskräften aus serbischen Organisationen. Die erzielten Ergebnisse zeigen, dass die Organisationskultur-Dimensionen signifikante Prädiktoren für alle Facetten der Arbeitszufriedenheit sind. Zudem werden die Beziehungen zwischen den Organisationskultur-Dimensionen und der Arbeitszufriedenheit durch die Führer-Mitarbeiter-Verhältnis-Variable moderiert. Unsere Ergebnisse können für Personalmanager in serbischen Organisationen von Interesse sein, ebenso wie für ausländische Investoren. The aim of this paper is to investigate the relationships between GLOBE organizational culture dimensions, facets of job satisfaction and the leader-member exchange relation in Serbian organizations. One of the most important aspects of this study was the demonstration of the utility of applying more general cultural theory to the study of organizational cultures. The sample consists of 256 middle managers in Serbian organizations. The results obtained proved that organizational culture dimensions are significant predictors of all facets of job satisfaction and that relations between some organizational culture dimensions and facets of job satisfaction are moderated by the leader-member exchange (LMX) variable. Our results may be of interest for human resource managers in Serbian organizations as well as for foreign investors. The Journal of East European Management Studies aims to promote dialogue and cooperation among scholars seeking to examine,explore and explain the behaviour and practices of management within the transforming societies of Central and Eastern Europe. The theoretical interests of the journal are organisational and management change, Central and East European societies (including those on the fringes of Europe) undergoing processes of transition or transformation, and scientific issues of business, management and organisation that arise in such contexts. The JEEMS aims to attract social scientific contributions from scholars of any nation and region, but particularly wishes to encourageauthors from those countries directly experiencing transformational change. Its potential readership is international, comprising academicsand practitioners with an involvement or interest in the management of change in transforming societies in Central and Eastern Europe.

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.