Technological advancements and changes in the labor market require workers to continuously enhance their skills. Lifelong learning becomes a necessity in reality, and proposals in developed countries for returning to college after graduation open up new opportunities for acquiring new knowledge. Digital literacy, communication skills with both humans and robots, and understanding complex problems may become key skills for the 21st century. Jobs in the fields of medicine and technological innovation are expected to be in high demand. Furthermore, the digitization of society requires an increase in digital competences. These competences encompass not only computer literacy but also readiness for collaboration, quick problem-solving, and understanding of social relationships in a digital context. The paper “Lifelong Learning and Digital Competences in the Era of Industry 5.0: Keys to Success in the Future of Work” highlights the importance of continuous education and the development of skills necessary in the modern work environment, which is increasingly shifting towards Industry 5.0 and digital transformation.

The purpose of this paper is creating analyses for understanding the personality characteristics related to emotional intelligence and how can this define the development program of personal characteristics in the processes of education for Industry 4.0. The main research goal is to measure dimensions of emotional intelligence in the student population based on a quantitative survey (Emotional Competence Inventory) through dimensions of emotional intelligence: self-regulation, self-awareness, and attitude towards changes. Since the student population was the research target, a group of 338 engineering students was selected. The group was characterized by highly diversified geographic origin, having previously completed school and achieved success. The results show that there are statistically significant differences between all three dimensions of emotional intelligence. Namely, self-regulation and attitude towards changes (both directly and indirectly through self-regulation) are positively affected by self-awareness, while attitude towards changes is positively affected by self-regulation. Developing student emotional potential is one of the most important actuators of business for Industry 4.0, especially in countries with low educational attainment and low social and economic indicators.

The research provides insight into the factors that determine absenteeism in different types of organizations, in order to facilitate the adjustment of employees and organizations in the transition process from Industry 4.0 to Industry 5.0. The aim of the study is to predict the absenteeism of employees in the context of job characteristics and mental health. Additionally, the research investigated the effect of size, ownership, and sector of the companies on absenteeism, job characteristics, and mental health. The sample included responses from 502 employees of different sociodemographic characteristics that work in various types of organizations, performing white-collar and blue-collar jobs. A short mental health questionnaire—Mental Health Inventory, MHI-5—was used in order to measure mental health. The Job Characteristics Questionnaire was used to measure the employees’ perceptions of their job characteristics—job variety, autonomy, feedback, dealing with others, task identity, and friendship. The absenteeism is operationalized with the question: “During the past 12 months, how many days were you absent from work for any reason?”. The findings suggest that mental health and job characteristics significantly reduce absenteeism among different sectors. The result showed that the size, ownership, and sector of the organization significantly affect the absenteeism, job characteristics, and the mental health of the employees. The results support the premises of Industry 5.0 and offer a new human-centric approach to absenteeism through the promotion of mental health through long-term organizational strategies and a more inclusive approach to employees’ preferences in relation to job characteristics. The study offers a new, double-sided model of absenteeism, determining causal factors from the perspective of personal and organizational factors.

In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the relationships of employees. In successful organisations special attention is given to the problems of trust and mistrust. This work considers different theoretical concepts of how trust is created and maintained in organisations, different dimensions of organisational trust, as well as the effects of trust in organisational performance

BACKGROUND: Absence from work due to illness is one of the important problems in organizations in Serbia. The subjective experience of stress contributes to the degree of absenteeism for several reasons: the demands of the organization in relation to

This research paper defines service value as the multidimensional overall user evaluation of the efficiency of a particular service in the context of the benefits they provide, measured through satisfaction and loyalty of consumers and, in this particular case, of entrepreneurs. By distributing a questionnaire comprising a set of descriptive questions and a five-point Likert scale, the authors managed to collect 281 valid responses from entrepreneurs in Serbia. Structural equation modelling was used to evaluate the impact of service value factors on satisfaction and, ultimately, loyalty. Following a confirmatory factor analysis, the authors found that quality, personal relationship, expediency, leadership, and perceived costs significantly impacted the bank users’ satisfaction, which is ultimately converted into lasting loyalty towards the dominant bank used in a daily routine or running personal business. Even though new forms of business are more and more focused on the individual and subjective attitude towards banking service, a large number of determinants still need to be identified. In this research, all hypotheses about the influencing factors were confirmed.