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Dr. Nemanja Berber
University of Novi Sad, Faculty of Economics in Subotica

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Journal article
Published: 01 January 2021 in Strategic Management
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In the recent years the labor market of the Central and Eastern European (CEE) countries has changed a lot. One of the main business challenges in the CEE region is the worker shortage. The possible reasons of this phenomenon are the emigration of the labor force from the countries of the former Eastern Bloc to the Western countries, the negative demographic tendencies in the region, the effects of economic crisis and the significant wage differences in the countries of European Union. This paper presents the first results of an international research conducted in six countries from the CEE region (Austria, Czech Republic, Hungary, Romania, Serbia and Slovakia) on the reasons and managerial implications of the current labor force shortage. The research questionnaire was filled out in 797 companies and institutions in the CEE region. In our paper we will show the size, ownership and the sectoral distribution of our sample, as well as the average turnover rate, the average time to fill a position in, the positions hard to fill in, the possible reasons of labor shortage and the successful organizational and governmental programs to deal with labor market shortage. The obtained results may be a useful input for the formulation of human resource management programs in the organizations facing with labor market shortage in Serbia and other CEE countries.

ACS Style

József Poór; Agneš Slavić; Milan Nikolić; Nemanja Berber. The managerial implications of the labor market and workplace shortage in Central Eastern Europe. Strategic Management 2021, 26, 31 -41.

AMA Style

József Poór, Agneš Slavić, Milan Nikolić, Nemanja Berber. The managerial implications of the labor market and workplace shortage in Central Eastern Europe. Strategic Management. 2021; 26 (2):31-41.

Chicago/Turabian Style

József Poór; Agneš Slavić; Milan Nikolić; Nemanja Berber. 2021. "The managerial implications of the labor market and workplace shortage in Central Eastern Europe." Strategic Management 26, no. 2: 31-41.

Journal article
Published: 27 November 2020 in TEME
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In the context of a very turbulent environment where various challenges are more and more present, companies often apply different strategies in order to harmonize their business with new and often unfavorable conditions. One of the possible strategies of companies is the downsizing strategy. Downsizing, as an organizational strategy, usually involves a reorganization that can be implemented in different ways, but in which the resulting outcome often causes a reduced number of employees. Research around the world has highlighted the various effects of this strategy on the performance of organizations. On the one hand, cost are reduced as it strives to increase profitability and productivity. On the other hand, various problems often arise in the form of attitudes and behavior of employees, reflected in the changed quality of service that is provided, employee satisfaction, their loyalty and willingness to leave the company. The aim of this paper is to explore the relation between the application of different approaches to the downsizing strategy in organizations and the perceived service quality. The survey was carried out on a sample of 160 companies in Serbia, based on the data collected during the Cranet project, from 2015 to 2016. The methodology used during the research included research of the available literature and results of previous studies, as well as the application of statistical techniques for data analysis, factor analysis, Spearman’s correlation and hierarchical linear regression. The results of the research indicate that there is a negative link between the observed variables, that is, the implementation of the downsizing in certain forms is associated with a lower level of the perceived quality of service.

ACS Style

Nikola Ćurčić; Nemanja Berber; Agneš Slavić; Peter Harmat. EFFECTS OF DOWNSIZING ON PERCEIVED SERVICE QUALITY. TEME 2020, 947 -967.

AMA Style

Nikola Ćurčić, Nemanja Berber, Agneš Slavić, Peter Harmat. EFFECTS OF DOWNSIZING ON PERCEIVED SERVICE QUALITY. TEME. 2020; ():947-967.

Chicago/Turabian Style

Nikola Ćurčić; Nemanja Berber; Agneš Slavić; Peter Harmat. 2020. "EFFECTS OF DOWNSIZING ON PERCEIVED SERVICE QUALITY." TEME , no. : 947-967.

Journal article
Published: 21 October 2020 in Sustainability
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Teamwork is one of the most important factors for business success in the modern economy. In almost every area of business, teams receive more and more attention, since it has been found that teamwork leads to greater individual, group, and even organizational performance. The aim of this research is to investigate the effectiveness of teamwork and its relationship with team performances. Specifically, the authors tried to investigate which factors of teamwork effectiveness have a positive relationship with teamwork performance and the sustainability of teams in the future. The subject of the research is the effectiveness of teamwork as a construct that is widely presented in the scientific field of organizational behavior and human resource management, but is still underexplored in empirical research, especially in the banking sector. An investigation with a self-audit questionnaire on teamwork effectiveness was conducted on a sample of 401 employees in the banking sector in Serbia, in 16 out of the 26 existing banks in the country. The authors used SmartPLS software in order to test the questionnaire (indicator loadings, internal consistency reliability, convergent validity, and discriminant validity) and proposed research question (PLS-SEM). The results showed that factors such as innovative behavior of the team members, the quality of teamwork, and teamwork synergy have positive relations to teamwork performance. This paper contributes to the better understanding of the factors of teamwork effectiveness that contribute to team performances, with respect to the banking industry in Serbia. The limitation of the paper is the size of the sample, with respect to the total population.

ACS Style

Nemanja Berber; Agneš Slavić; Marko Aleksić. Relationship between Perceived Teamwork Effectiveness and Team Performance in Banking Sector of Serbia. Sustainability 2020, 12, 8753 .

AMA Style

Nemanja Berber, Agneš Slavić, Marko Aleksić. Relationship between Perceived Teamwork Effectiveness and Team Performance in Banking Sector of Serbia. Sustainability. 2020; 12 (20):8753.

Chicago/Turabian Style

Nemanja Berber; Agneš Slavić; Marko Aleksić. 2020. "Relationship between Perceived Teamwork Effectiveness and Team Performance in Banking Sector of Serbia." Sustainability 12, no. 20: 8753.

Journal article
Published: 01 January 2020 in Strategic Management
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Today's business environment imposes the need to continuously generate creative ideas not only for companies to grow, but also to survive in a hypercompetitive environment. Forming a creative model of organization and stimulating employees' creative behavior is one of the priorities, which can be achieved by establishing a parallel organizational culture and a creative climate. So far, some authors have identified these two terms as equal, while others emphasize the need for their separation. The paper indicates the differences in understanding of organizational culture on the one hand and climate on the other. The subject of the research is reflected in the analysis of the factors of importance for the formation of a creative organization. The paper aims to determine whether or not there is a positive relationship between the experimental climate and the dimensions that describe a creative organization model with a focus on organizational culture. The research hypotheses were generated and empirically analyzed based on a survey conducted on a sample of 145 employees in organizations in the territory of the Republic of Serbia. The survey was developed by combining two methodologies formulated by G. Ekwall, "Creative Climate Model," and T. Amabile, "Organizational Creativity Model." Statistical methods, such as correlation analysis and analysis of variance, ANOVA, were applied in the paper. The obtained results indicate that there is a positive statistically significant relationship between all three dimensions of creative organizational culture, such as flexible management system, motivation for greater achievements and freedom to use resources to form an experimental climate in the organization. Furthermore, by applying ANOVA, it was found that there was a statistically significant difference in the degree of experimental climate prevailing in the organization depending on its size, while no statistically significant difference between the organizations depending on their legal form was confirmed. Finally, the paper highlights management measures to encourage the creation of a creative work environment.

ACS Style

Maja Strugar-Jelača; Radmila Bjekić; Marko Aleksić; Nemanja Berber. An examination of the relationship between experimental climate and dimensions of the creative organization. Strategic Management 2020, 25, 54 -63.

AMA Style

Maja Strugar-Jelača, Radmila Bjekić, Marko Aleksić, Nemanja Berber. An examination of the relationship between experimental climate and dimensions of the creative organization. Strategic Management. 2020; 25 (4):54-63.

Chicago/Turabian Style

Maja Strugar-Jelača; Radmila Bjekić; Marko Aleksić; Nemanja Berber. 2020. "An examination of the relationship between experimental climate and dimensions of the creative organization." Strategic Management 25, no. 4: 54-63.

Journal article
Published: 01 January 2020 in Strategic Management
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In the Central and Eastern European (CEE) countries within the framework of the previous economic system, there were only traces of the features of modern human resource management (HRM). Since the political and economic changes, major transformation in the HRM practice has occurred, resulting in a development of the organizational position, role and practices of HR activity in the Central and Eastern European countries. The aim of our benchmark study is to compare the HRM practice of the CEE region with the other European countries and with the global HRM trends. The benchmarking study may show the region-specific characteristics of HRM practice in the CEE region. The comparison of specific HR variables (availability of HR departments and HR services, strategic importance of HR functions, budget of training and development, influences of Trade Unions) will be made based on the data of Cranet international research results from 2004 to 2016. human resource management; Central and Eastern Europe; Cranet; benchmarking

ACS Style

József Poór; Agnes Slavic; Tóth Katalin; Nemanja Berber; Kinga Kerekes; Zsuzsa Karoliny. Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research. Strategic Management 2020, 25, 21 -28.

AMA Style

József Poór, Agnes Slavic, Tóth Katalin, Nemanja Berber, Kinga Kerekes, Zsuzsa Karoliny. Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research. Strategic Management. 2020; 25 (1):21-28.

Chicago/Turabian Style

József Poór; Agnes Slavic; Tóth Katalin; Nemanja Berber; Kinga Kerekes; Zsuzsa Karoliny. 2020. "Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research." Strategic Management 25, no. 1: 21-28.

Journal article
Published: 01 January 2020 in Anali Ekonomskog fakulteta u Subotici
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Cilj istraživanja bio je utvrđivanje relacija između KDO prakse koja se odnosi na zaposlene i poslovnih performansi i performansi koje se odnose na zaštitu životne sredine. Autori su sproveli terensko istraživanje na teritoriji Autonomne pokrajine Vojvodine, Republika Srbija, u periodu od oktobra 2019. godine do marta 2020. godine, kako bi prikupili podatke poslovnih organizacija o njihovim KDO aktivnostima i organizacionim rezultatima. Istraživanje je sprovedeno u sklopu jednogodišnjeg projekta koji je finansiran od strane Pokrajinskog sekretarijata za visoko obrazovanje i naučnoistraživačku delatnost Autonomne pokrajine Vojvodine u 2019. godini. Kako bi se istražile navedene relacije, autori su primenili PLS analizu u statističkom softveru Smart PLS verzija 3. korporativna društvena odgovornost; zaposleni; finansijske performanse; ekološke performanse

ACS Style

Aleksandar Grubor; Nemanja Berber; Marko Aleksić; Radmila Bjekić. The influence of corporate social responsibility on organizational performance: A research in AP Vojvodina. Anali Ekonomskog fakulteta u Subotici 2020, 3 -13.

AMA Style

Aleksandar Grubor, Nemanja Berber, Marko Aleksić, Radmila Bjekić. The influence of corporate social responsibility on organizational performance: A research in AP Vojvodina. Anali Ekonomskog fakulteta u Subotici. 2020; (43):3-13.

Chicago/Turabian Style

Aleksandar Grubor; Nemanja Berber; Marko Aleksić; Radmila Bjekić. 2020. "The influence of corporate social responsibility on organizational performance: A research in AP Vojvodina." Anali Ekonomskog fakulteta u Subotici , no. 43: 3-13.

Journal article
Published: 21 December 2019 in Facta Universitatis, Series: Economics and Organization
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In the turbulent business environment of today, the competitiveness of all organizations is primarily based on intangible resources. Due to global competition, the permanent actualization of employee competencies is imperative for the long-term survival of organizations. The higher education system bears a special responsibility in this process, as it provides an upgrade for the development of the previously obtained competencies of future employees. Higher education is the system focused on dual core functions of knowledge creation and knowledge transmission through the processes of research and teaching (Houston et al, 2006, 17). To ensure high-level competences in future employees, it is crucial for the higher education system (teaching staff) to provide students with the latest knowledge in their field. The job satisfaction of academic staff is reflected in the quality of teaching and communicating with students (Runhaar, 2017, 646-647). The aim of this paper is to determine the level of general and partial satisfaction of teaching staff at the institutions of higher education in the Republic of Serbia. The method implemented for determining the level of satisfaction, was Spector’s Job Satisfaction Survey – JSS (Spector, 1985), in the form of an on-line questionnaire. The pilot research was conducted in December 2018 and January 2019. The sample consists of 58 respondents - teachers from higher educational institutions in the Republic of Serbia. The results of general job satisfaction survey indicate that teachers are generally ambivalently satisfied with their job, they are neither satisfied, nor dissatisfied. The results of partial satisfaction show that teaching staff is most satisfied with the nature of their job.

ACS Style

Agneš Slavić; Julija Avakumović; Nemanja Berber. JOB SATISFACTION OF ACADEMIC STAFF IN THE HIGHER EDUCATION SYSTEM OF SERBIA: A PILOT STUDY. Facta Universitatis, Series: Economics and Organization 2019, 429 -442.

AMA Style

Agneš Slavić, Julija Avakumović, Nemanja Berber. JOB SATISFACTION OF ACADEMIC STAFF IN THE HIGHER EDUCATION SYSTEM OF SERBIA: A PILOT STUDY. Facta Universitatis, Series: Economics and Organization. 2019; ():429-442.

Chicago/Turabian Style

Agneš Slavić; Julija Avakumović; Nemanja Berber. 2019. "JOB SATISFACTION OF ACADEMIC STAFF IN THE HIGHER EDUCATION SYSTEM OF SERBIA: A PILOT STUDY." Facta Universitatis, Series: Economics and Organization , no. : 429-442.

Journal article
Published: 25 July 2019 in Sustainability
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This article provides guidelines for optimizing organizational management styles and achieving a balance between life and work. Contributing to sustainable human development will contribute to the psychology of sustainability and sustainable development. The main purpose of the paper is to determine the relations between the preferences of management styles, working styles and lifestyles, and exposure to stress in the managerial population in order to achieve harmonization. A correlation study was conducted on a sample of 618 subjects using the Blanchard test of situational leadership, the Four-Dimensional Symptom Questionnaire for determining the stress levels, the modified Allport–Vernon–Lindsay Scale of Values, and Julie Hay’s Working Styles Questionnaire. The paper provides insight into the contribution of management styles to the balance of private and professional areas of life, as well as to stress reduction in managers.

ACS Style

Ivana Katić; Tatjana Knežević; Nemanja Berber; Andrea Ivanišević; Marjan Leber. The Impact of Stress on Life, Working, and Management Styles: How to Make an Organization Healthier? Sustainability 2019, 11, 4026 .

AMA Style

Ivana Katić, Tatjana Knežević, Nemanja Berber, Andrea Ivanišević, Marjan Leber. The Impact of Stress on Life, Working, and Management Styles: How to Make an Organization Healthier? Sustainability. 2019; 11 (15):4026.

Chicago/Turabian Style

Ivana Katić; Tatjana Knežević; Nemanja Berber; Andrea Ivanišević; Marjan Leber. 2019. "The Impact of Stress on Life, Working, and Management Styles: How to Make an Organization Healthier?" Sustainability 11, no. 15: 4026.

Journal article
Published: 01 January 2019 in Skola biznisa
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Corporate social responsibility (CSR) and sustainable development are concepts that at their core deal with the socially responsible behavior of economic and political actors, i.e. balancing economic, social and environmental goals. CSR is linked to all aspects of management, especially Human Resource Management (HRM). HRM occupies a special place in the area of social responsibility because it refers to people who are engaged in the organization and who are considered to be one of the most important resources of any organization. The aim of the paper is to investigate the relationship between CSR and sustainable development, on the one hand and HRM, on the other. The subject of the paper covers the link between the concept of CSR, sustainable development, and HRM, based on empirical analysis of corporate data from the Republic of Serbia. The research methodology includes theoretical research of the available literature and data, as well as analysis of empirical data on CSR, sustainable development and HRM, based on the CRANET database for Serbia. Descriptive statistics, Pearson's Chi-square test, and t-test were used for the data processing.

ACS Style

Nemanja Berber; Agnes Slavic; Bojan Leković. A research on the socially responsible human resource management in Serbia. Skola biznisa 2019, 69 -85.

AMA Style

Nemanja Berber, Agnes Slavic, Bojan Leković. A research on the socially responsible human resource management in Serbia. Skola biznisa. 2019; (1):69-85.

Chicago/Turabian Style

Nemanja Berber; Agnes Slavic; Bojan Leković. 2019. "A research on the socially responsible human resource management in Serbia." Skola biznisa , no. 1: 69-85.

Journal article
Published: 01 January 2019 in Ekonomika
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Koncept koji omogućava balans između ekonomskih, socijalnih i ekoloških ciljeva (kao koncept korporativne društvene odgvornosti) predstavlja široko prihvaćenu poslovnu praksu u razvijenim zemljama sveta. Sve veći zahtevi poslovanja ukazali su na nedostatke dosadašnjih menadžment koncepta orjentisanih isključivo na profit. Upravo iz tih razloga problemi, interesi i ciljevi šire grupe stejkholdera treba da budu komponente poslovanja svake kompanije i moraju biti sastavni deo korporativnog upravljanja. Cilj rada je utvrđivanje povezanosti između korporativne društvene odgovornosti (KDO) i korporativnog upravljanja. Predmet istraživanja su koncepti KDO i korporativnog upravljanja, kao i njihova međusobna povezanost. Metodologija obuhvata analizu dostupnih prethodnih istraživačkih rezultata. Rezultati teorijskog istraživanja ukazuju na postojanje povezanosti između sva koncepta, s tim da veza nije jednoznačna. korporativna društvena odgovornost; korporativno upravljanje; održivi razvoj

ACS Style

Nemanja Berber; Agneš Slavić; Marko Aleksić. The relationship between corporate social responsibility and corporate governance. Ekonomika 2019, 65, 1 -12.

AMA Style

Nemanja Berber, Agneš Slavić, Marko Aleksić. The relationship between corporate social responsibility and corporate governance. Ekonomika. 2019; 65 (3):1-12.

Chicago/Turabian Style

Nemanja Berber; Agneš Slavić; Marko Aleksić. 2019. "The relationship between corporate social responsibility and corporate governance." Ekonomika 65, no. 3: 1-12.

Journal article
Published: 01 January 2019 in Anali Ekonomskog fakulteta u Subotici
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Koučing, kao veština pomaganja drugima s ciljem rasta i razvoja na radnom mestu, postao je najvažnija vrednost profitno orijentisanih kompanija današnjice. Kao jedinstvena tehnika za razvoj ljudskih resursa kompanije, koučing može da izgradi partnerstvo između supervizora i zaposlenih. Cilj autora ovog rada jeste da analiziraju uticaj koučinga na produktivnost i godišnju fluktuaciju na osnovu Kranet rezultata iz 2015/16. godine u devet zemalja Centralne i Istočne Evrope. Rezultati ukazuju na to da je upotreba koučinga za razvoj menadžera u kompanijama pozitivno povezana s nivoom produktivnosti i negativno povezana s nivoom fluktuacije. koučing; pojedinačne performanse; organizacione performanse; Kranet; Centralno-Istočna Evropa

ACS Style

Szilvia Szabó; Agneš Slavić; Nemanja Berber. Coaching and its effects on individual and organizational performances in Central and Eastern Europe. Anali Ekonomskog fakulteta u Subotici 2019, 67 -80.

AMA Style

Szilvia Szabó, Agneš Slavić, Nemanja Berber. Coaching and its effects on individual and organizational performances in Central and Eastern Europe. Anali Ekonomskog fakulteta u Subotici. 2019; (41):67-80.

Chicago/Turabian Style

Szilvia Szabó; Agneš Slavić; Nemanja Berber. 2019. "Coaching and its effects on individual and organizational performances in Central and Eastern Europe." Anali Ekonomskog fakulteta u Subotici , no. 41: 67-80.

Journal article
Published: 01 December 2018 in Economic Themes
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The subject of this research represents analysis of internationalisation activity of early-stage entrepreneurs in South East Europe region (SEE). The goal of this study is to determine characteristics of export oriented entrepreneurs from SEE region through the study of factors influencing international orientation. Geographical area of this research consists of countries from the South East Europe region. The research sample was formed on the basis of GEM - Global Individual Level Data, covering six countries (Slovenia, Croatia, Hungary, Romania, Bosnia and Herzegovina, and FYR of Macedonia), 12027 respondents of which 645 export-oriented entrepreneurs were identified. Collected data are processed using the software package for statistical analysis. With the help of Ordinal Logistic regression, significant influence of individual factors on the international orientation of entrepreneurs was identified. Research results showed that entrepreneurial motives, entrepreneurial KSA’s, innovation and new technology have a positive relationship with internationalization activity. One of the significant limitations of this paper is the lower Nagelkerk coefficient, which is characteristic for social phenomena. Bearing in mind the fact that this research trying to explain entrepreneurial behaviour, lower coefficients can be very meaningfull.

ACS Style

Bojan Leković; Miodrag Petrović; Nemanja Berber. Determinants of Export Oriented Entrepreneurs from Southeast Europe Region. Economic Themes 2018, 56, 439 -452.

AMA Style

Bojan Leković, Miodrag Petrović, Nemanja Berber. Determinants of Export Oriented Entrepreneurs from Southeast Europe Region. Economic Themes. 2018; 56 (4):439-452.

Chicago/Turabian Style

Bojan Leković; Miodrag Petrović; Nemanja Berber. 2018. "Determinants of Export Oriented Entrepreneurs from Southeast Europe Region." Economic Themes 56, no. 4: 439-452.

Journal article
Published: 06 August 2018 in Employee Relations: The International Journal
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Purpose The purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance. Design/methodology/approach The research is based on the data from CRANET project, which has been largely used in exploring the relation between HRM activities and other variables of organizational behavior and performances. Data for this study were collected from a sample of 1,384 organizations from 8 CEE countries (Croatia, Estonia, Hungary, Latvia, Lithuania, Slovakia, Slovenia and Serbia) for the period 2015–2016. The correlation was used to explore the relations between variables. Ordinal logistic regression was used in order to explore the relations between the employees’ development techniques, training importance and training effectiveness and the level of organizational innovativeness. Findings The regression model showed that there are a statistically significant relations between the effectiveness of training expressed by systematic evaluation of training practice, and the methods of employees’ training (use of projects to stimulate learning, on-the-job training, development centers, use of international work assignments and mentoring) with the level of innovation. The importance of training practice expressed by the ratio of the annual training budget in the total payroll costs did not show statistically significant relations with the level of innovation. Also, systematic estimation of the need for training of personnel has not shown statistically significant relations with the innovation rate of the organization. Research limitations/implications The data are derived from single source respondents, and response rates between countries do vary. At the country level, every effort is made to represent the structure of the economy in the country and at the point in which the data are being collected. Practical implications Training and international working assignments have a direct positive relation with the level of organizational performances, while teamwork and coaching and mentoring have not shown the same. Organizations and their HR managers should pay special attention to planning and implementation of HR development programs – coaching, mentoring and teamwork – in order to create space for organizational innovation enhancement. Originality/value Previous literature seeking to clarify the role of HRM and fostering organizational innovation has made its evident contribution based on theoretical papers. In order to improve the current situation in which empirical evidence is very rare, research on the significance of the employee development program and its impact on the organizational innovative performances is based on quantitative indicators of the conducted research. The relation of HRM and innovative performances in the CEE region was studied in only a few studies. In the previous period, this region has often been omitted in the field of HRM research. Therefore, an additional novelty can be derived from a research sample compiled from the CEE region countries in the conducted research.

ACS Style

Nemanja Berber; Bojan Lekovic. The impact of HR development on innovative performances in central and eastern European countries. Employee Relations: The International Journal 2018, 40, 762 -786.

AMA Style

Nemanja Berber, Bojan Lekovic. The impact of HR development on innovative performances in central and eastern European countries. Employee Relations: The International Journal. 2018; 40 (5):762-786.

Chicago/Turabian Style

Nemanja Berber; Bojan Lekovic. 2018. "The impact of HR development on innovative performances in central and eastern European countries." Employee Relations: The International Journal 40, no. 5: 762-786.

Journal article
Published: 01 April 2018 in Economic Themes
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The aim of this paper is to explore the development of the compensation practice in the context of human resource management (HRM) in Serbia. The objectives are to detect the extent of the usage of different elements in the compensation packages, the level of negotiation during the determination of the basic pay, the responsibility for decision making process regarding basic pay, the extent of the usage of different types of benefits, and to explore the differences between these data in the two research periods, 2008-2010 and 2014-2016. The methodology in this paper includes the theoretical analysis of the compensation systems, as well as the comparative analysis of the data on compensation in Serbia based on the Cranet research. The sample of the study consisted of 210 organisations from Serbia, 50 organisations in the 2008-2010 period and 160 organisations in the 2014-2016 period. This paper brings new insights to the development of comparative compensation management since it points to the development/changes of the compensation practice (in years) in Serbian HRM.

ACS Style

Nemanja Berber; Agneš Slavić. The Development of Compensation System in Serbia: A Comparison of Two Successive Cranet Research Rounds. Economic Themes 2018, 56, 79 -90.

AMA Style

Nemanja Berber, Agneš Slavić. The Development of Compensation System in Serbia: A Comparison of Two Successive Cranet Research Rounds. Economic Themes. 2018; 56 (1):79-90.

Chicago/Turabian Style

Nemanja Berber; Agneš Slavić. 2018. "The Development of Compensation System in Serbia: A Comparison of Two Successive Cranet Research Rounds." Economic Themes 56, no. 1: 79-90.

Journal article
Published: 01 January 2018 in Strategic Management
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The digital age causes significant changes in the business environment. As one of the most important components of the modern business environment, technological environment and information technology (IT) influenced the development of many areas of business. The most notable changes are happening in the production of hardware and software, and industrial production, but also in the management where decision support systems have long been in use. Within the management, IT receives a special role in human resources management. Electronic Human Resource Management (e-HRM) is a concept which involves the use of Web-based technologies for providing the services regarding the human resource management in the organization, and to which access have a wider range of organization's stakeholders - starting from the HRM department, via managers to employees. The aim of this paper is to highlight the importance of the concept of e-HRM, its most important features, advantages, potential drawbacks, as well as to show the level of usage of e-HRM in Serbia. The methodology of the paper includes theoretical analysis of the available literature and data on e-HRM and empirical analysis of data on the use of e-HRM in organizations in Serbia. The analysis was conducted on the database of Cranet research in 2015/2016 by using the SPSS software. The authors point out that e-HRM is a kind of innovation that promotes, develops and facilitates the practice of HRM, both for the department of human resources and for managers and employees. E-HRM; information technologies; Cranet; Serbia

ACS Style

Nemanja Berber; Biljana Đorđević; Sandra Milanović. Electronic human resource management (e-HRM): A new concept for digital age. Strategic Management 2018, 23, 22 -32.

AMA Style

Nemanja Berber, Biljana Đorđević, Sandra Milanović. Electronic human resource management (e-HRM): A new concept for digital age. Strategic Management. 2018; 23 (2):22-32.

Chicago/Turabian Style

Nemanja Berber; Biljana Đorđević; Sandra Milanović. 2018. "Electronic human resource management (e-HRM): A new concept for digital age." Strategic Management 23, no. 2: 22-32.

Journal article
Published: 01 January 2018 in Marketing
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Zadovoljstvo pruženom uslugom osnovni je preduslov lojalnosti klijenata, tj. njihovog zadržavanja od strane organizacije koja je pružila uslugu. Međutim, za ukupnu percepciju kvaliteta usluge od strane klijenata i njihovo zadovoljstvo istom, veliki značaj ima sadržaj usluge koja je pružena, ali i način na koji je ona pružena. Ovo drugo u prvi plan stavlja zaposlene koji se nalaze u neposrednom kontaktu sa klijentima i od čije će ljubaznosti, predusretljivosti i empatije zavisiti i nivo njihovog zadovoljstva. Cilj ovog rada je da se ispita uticaj tzv. organizacionog građanskog ponašanja (engl. organizational citizenship behavior) zaposlenih na zadovoljstvo klijenata uslugom. Reč je obliku ponašanja gde zaposleni na svom radnom mestu pružaju više nego što se od njih očekuje za šta, najčešće, nisu posebno ni nagrađivani. Istraživanja u radu zasnovana su na analizi dostupne literature iz oblasti kvaliteta usluge, satisfakcije klijenata i organizacinog građanskog ponašanja (OGP) zaposlenih, kao i studiju slučaja. U okviru studije slučaja ispitivani su stavovi zaposlenih u nekoliko filijala jedne banke u Republici Srbiji u pogledu ispoljavanja različitih dimenzija OGP, kao i uticaj ovog oblika ponašanja zaposlenih na zadovoljstvo klijenata uslugom. zaposleni; organizaciono građansko ponašanje; kvalitet usluge; zadovoljstvo klijenata

ACS Style

Suzana Đukić; Biljana Đorđević; Nemanja Berber. The influence of employees' behavior on perceived quality of services. Marketing 2018, 49, 19 -29.

AMA Style

Suzana Đukić, Biljana Đorđević, Nemanja Berber. The influence of employees' behavior on perceived quality of services. Marketing. 2018; 49 (1):19-29.

Chicago/Turabian Style

Suzana Đukić; Biljana Đorđević; Nemanja Berber. 2018. "The influence of employees' behavior on perceived quality of services." Marketing 49, no. 1: 19-29.

Chapter
Published: 08 December 2017 in Forschung und Praxis an der FHWien der WKW
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This is a study based on comparative transnational survey evidence from across Europe. It examines recent trends in the use of external providers to manage human resources and how this use has changed since the global economic crisis that began in 2008. The study shows that the use of external HRM providers significantly decreased following the onset of the crisis; this would indicate that firms primarily perceived it as a luxury or something that could support discretionary managerial initiatives rather than a means for making firms more efficient or contributing to more added value. In addition, after 2008 a large number of firms abandoned their HRM function entirely, probably because of the increase in cheap, easily disposable labor in many national contexts. The study reveals that these trends were most pronounced in the emerging market economies of Central and Eastern Europe. The consequences of the crisis appear to have contributed to enhancing national differences instead of bringing the national contexts closer together.

ACS Style

József Poór; Geoffrey Wood; Zsuzsa Karoliny; Ildikó Éva Kovács; Andrew Gross; Ágnes Szlávicz; Nemanja Berber; Katalin Szabó. The Changing Role of External Providers of HRM: Empirical Evidence from Consecutive Cranet Surveys. Forschung und Praxis an der FHWien der WKW 2017, 57 -76.

AMA Style

József Poór, Geoffrey Wood, Zsuzsa Karoliny, Ildikó Éva Kovács, Andrew Gross, Ágnes Szlávicz, Nemanja Berber, Katalin Szabó. The Changing Role of External Providers of HRM: Empirical Evidence from Consecutive Cranet Surveys. Forschung und Praxis an der FHWien der WKW. 2017; ():57-76.

Chicago/Turabian Style

József Poór; Geoffrey Wood; Zsuzsa Karoliny; Ildikó Éva Kovács; Andrew Gross; Ágnes Szlávicz; Nemanja Berber; Katalin Szabó. 2017. "The Changing Role of External Providers of HRM: Empirical Evidence from Consecutive Cranet Surveys." Forschung und Praxis an der FHWien der WKW , no. : 57-76.

Journal article
Published: 30 October 2017 in Engineering Economics
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The purpose of this paper is to investigate the effect of employee density on shelf based out-of-stocks, i.e. situations when products are physically present at stores, but not on the marked points of sale. In addition, for the first time, these relations were analyzed among different retail formats. By using POS estimation method, shelf based out-of-stock rates were measured for 80 different FMCG products in 97 retail stores. For analyzing the impact of employee density on the average shelf based OOS rate in modern and traditional retail formats, curvilinear hierarchical regression and moderation analyses were used. The results showed that the relation between employee density and shelf based out-of-sock varied among different formats. While it was not significant in convenience stores, in modern formats it was quadratic (stores with too many or too few employees per square meter were related to higher levels of shelf based OOS). The obtained results suggest that store managers should be aware of the effects of employee organization on product availability. The attention was also dedicated to potential problems and managerial implications concerning the employees’ number in retail stores, regarding traditional and modern trading formats. DOI: http://dx.doi.org/10.5755/j01.ee.28.4.16194

ACS Style

Aleksandar Grubor; Nikola Milicevic; Nenad Djokic; Nemanja Berber. Shelf based out-of-stocks in the context of employee density. Engineering Economics 2017, 28, 1 .

AMA Style

Aleksandar Grubor, Nikola Milicevic, Nenad Djokic, Nemanja Berber. Shelf based out-of-stocks in the context of employee density. Engineering Economics. 2017; 28 (4):1.

Chicago/Turabian Style

Aleksandar Grubor; Nikola Milicevic; Nenad Djokic; Nemanja Berber. 2017. "Shelf based out-of-stocks in the context of employee density." Engineering Economics 28, no. 4: 1.

Journal article
Published: 01 March 2017 in Engineering Economics
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This paper aims to increase understanding of the role and identify a model of a successful management team in conditions of domestic economy in Serbia. The research problem is connected to the scientific valorization of the importance and prospects of the management teams through research of their effects and the creation of more effective models. The functioning of the management teams is determined according to subjective perspectives of managers, effective communication quality, and problem solving and conflict resolution. This paper seeks to identify and analyze the success factors of management teams in both public and private sector organizations. The main goal is the diagnosis ways to overcome and resolve conflict situations, degree of cooperation and openness in communication, leadership styles in relation with management tools and innovative solutions in business. The results show that most of the respondents think that well-functioning management teams represent a significant business potential of an organization, supporting the basic hypothesis. Also, the results of the study indicate several problems in functioning of the management teams related to behavioral aspects of the investigation. This study, both in social and economic terms, reflects the projected potentials for the region’s future development, based on the part of the reality, which is statistically the best representative of the certain aspects of our past and present.DOI: http://dx.doi.org/10.5755/j01.ee.28.1.15132

ACS Style

Violeta Zubanov; Ivana Katić; Leposava Grubić Nešić; Nemanja Berber. The Role of Management Teams in Business Success: Evidence from Serbia. Engineering Economics 2017, 28, 1 .

AMA Style

Violeta Zubanov, Ivana Katić, Leposava Grubić Nešić, Nemanja Berber. The Role of Management Teams in Business Success: Evidence from Serbia. Engineering Economics. 2017; 28 (1):1.

Chicago/Turabian Style

Violeta Zubanov; Ivana Katić; Leposava Grubić Nešić; Nemanja Berber. 2017. "The Role of Management Teams in Business Success: Evidence from Serbia." Engineering Economics 28, no. 1: 1.

Articles
Published: 12 January 2017 in The International Journal of Human Resource Management
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Drawing upon a large scale comparative data-set we explore the preferred approaches to managerial compensation pursued by organizations operating in the Central and Eastern European (CEE) transition economies of Bulgaria, the Czech Republic, Estonia, Lithuania, Hungary, Slovenia, Slovakia and Serbia. In order to generate insights on the state of management compensation and the extent to which these transition economies are characterized by idiosyncratic elements, relative to their Western European counterparts, we compare management compensation practices in these CEE economies (N = 1147) with approaches pursued in more developed western European economies (N = 2698). Overall, our results suggest that organizations in the CEE region share some similarities with their western counterparts, most especially in terms of the individual level of determination of pay for managers. Within the CEE region, we find that financial participation is less common than performance-related pay in the composition of the overall managerial reward package, though there are some variations between countries. National culture does appear significant as a determinant of variations in the preferred approach to management compensation.

ACS Style

Nemanja Berber; Michael J. Morley; Agnes Slavić; József Poór. Management compensation systems in Central and Eastern Europe: a comparative analysis. The International Journal of Human Resource Management 2017, 28, 1661 -1689.

AMA Style

Nemanja Berber, Michael J. Morley, Agnes Slavić, József Poór. Management compensation systems in Central and Eastern Europe: a comparative analysis. The International Journal of Human Resource Management. 2017; 28 (12):1661-1689.

Chicago/Turabian Style

Nemanja Berber; Michael J. Morley; Agnes Slavić; József Poór. 2017. "Management compensation systems in Central and Eastern Europe: a comparative analysis." The International Journal of Human Resource Management 28, no. 12: 1661-1689.