This study explores relationships between societal culture value dimensions and preferred leader behavior in Bosnia and Herzegovina (BIH). It is one of the first studies that provide an overview of the dimension of Monumentalism in BIH and bring together all seven cultural dimensions, thus contributing to their overall understanding. Data in two observed regions (region Bosnia, region Herzegovina) have not yielded significant differences in preferred leader behavior across regions, and regarding cultural dimensions, significant differences among regions were found only for Individualism and Masculinity, implicating relatively homogenous culture in BIH. While Power Distance has no significant correlations with any of the preferred leadership behaviors, significant correlations were found for other cultural dimensions. The study’s results contribute to a deeper understanding among leaders and employees and enhance managerial effectiveness.

This study examines the relationships between societal cultures and preferred leadership behaviors across seven Slavic nations: Bosnia and Herzegovina, Croatia, the Czech Republic, North Macedonia, Poland, Russia (in two regions), and Serbia. The results depict variations in the associations between cultural dimensions and leadership behaviors within the Slavic context, revealing both consistent patterns and intriguing differences across countries, underscoring their cultural diversity. The obtained results contribute to the field of cross-cultural leadership and provide deeper insights into leadership dynamics within Central and Eastern European countries.

Abstract The main aim of this study is to explore the mediating effect of innovation in the relationship between human resource management (HRM) practices and organizational performance. HRM practices are observed through selective hiring, training, participative decision-making, and rewarding. Innovation is conceptualized over behavioral, product, process, and market innovation. The study relies upon the principles of social exchange theory and resource-based theory. Data were collected from 408 managers in an emerging economy context. The proposed conceptual model is evaluated with structural equation modeling using Lisrel 8.8 and SPSS 22. Study findings suggest that innovation influences the relationship between selective hiring, training, and participative decision-making and organizational performance. However, no mediating effect of innovation was found in a relationship between rewarding and organizational business performances. Since human resources and innovation are among the leading sources for building competitive advantage for companies, the study findings contribute to HRM and innovation.

Abstract The purpose of this research is to investigate the effects of perceived value dimensions (i.e., economic value, hedonic value, symbolic value, and social value) on behavioral intent to engage in collaborative consumption from the perspective of Generation Y. Furthermore, this research aims to investigate the mediating effect of young consumers’ attitude toward collaborative consumption on the relationship between perceived value dimensions and behavioral intent to engage in collaborative consumption. Research findings suggest that specific dimensions of perceived value (economic, hedonic, symbolic, and social) have different direct effects on young consumers’ behavioral intention to engage in collaborative consumption services. Regarding the mediating role of consumers’ attitude toward collaborative consumption, it was found that the mediating effect takes place only in the symbolic value-behavioral response link. Given the paucity of research focusing specifically on collaborative consumption from the perspective of Generation Y, this study provides new and useful insights for researchers and managers.