Income inequality is emerging as the socioeconomic topic of our era. Yet there is no clear conclusion as to how income inequality affects the most comprehensive human outcome measure, subjective well-being (SWB). This study provides an explanation for the relationship between income inequality and SWB, by delving into its mechanisms, including egalitarian preferences, perceived fairness, social comparison concerns, as well as perceived social mobility. In a rigorous analysis using a large cross-country dataset, and accounting for the nested structure of the data, as well as controlling for a variety of individual and country characteristics, we find that SWB is higher where income inequality is higher. Importantly, we also find support for this relationship being moderated by perceptions of poverty being caused by unfairness, an individual’s relative socioeconomic standing, as well as beliefs about hard work leading to success. Our study highlights the dire need for further scholarly attention to income inequality and its complex effects on SWB.

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.

The problem of employee turnover has been investigated in recent years because more and more countries and organizations are faced with the lack of an adequate labor force. The new generation of employees (Y and Z generations), contemporary political, social, and economic challenges, and the COVID-19 pandemic have raised new issues in human resource management (HRM), especially concerning turnover intentions. In such situations, companies need to create working conditions that will attract, motivate, and retain employees. One possible response is the usage of flexible working arrangements (FWAs) as a more flexible way of organizing traditional jobs and working positions; these arrangements allow employees more possibilities to maintain work–life balance. The main aim of this paper is to investigate the relationship between FWAs and turnover intentions of employees, and the mediating effect of job satisfaction. The theoretical research is based on the literature review. The empirical part of the paper is based on the analysis of a sample of 219 employees from organizations in Serbia. The authors used descriptive statistics and the PLS-SEM method to investigate proposed relations. The results pointed to the positive effects of FWAs and job satisfaction on turnover intentions. In addition, there is an indirect effect of FWAs on turnover intentions through job satisfaction. FWAs may contribute to increasing job satisfaction and, in turn, job satisfaction contributes to decreasing turnover intentions. Job satisfaction mediates this relationship, and employees that are offered FWAs may experience a lower level of turnover intentions when they are satisfied on the job.

This study explores the impact of entrepreneurial orientation on the activities of state universities in the Republic of Serbia. Using the ENTRE-U scale, the researchers have graded the entrepreneurial orientation (EO) of the employees at state universities in the Republic of Serbia. In the theoretical part, the detailed literature review is provided, which contributes to a better understanding of terms like entrepreneurial orientation and entrepreneurial university. Using data from 282 respondents who work at the state universities in the Republic of Serbia, the researchers validate the ENTRE-U questionnaire in a specific context. With this, it is proven that the ENTRE-U scale is applicable not only for developed countries but also for the developing countries, such as the Republic of Serbia. The general conclusion is that with using the ENTRE-U scale, it is possible to predict the level of innovativeness, as well as the nature of innovative activities that are conducted at state universities in the Republic of Serbia. The entrepreneurially oriented universities differ from those which lack entrepreneurial orientation by the extent of their research mobilization, unconventional approaches, the level of cooperation with industries, and the way university policies are implemented.

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