Abstract:The purpose of this paper is to investigate the relationship between ages and gender of employees in organisations in Serbia and their job satisfaction. When it comes to age-job satisfaction relationship the assumption is that this relationship could be represented by the "U" curve. When it comes to gender-job satisfaction relationship the authors investigate whether there is a difference in the overall job satisfaction between men and women as well as whether there is a statistically significant influence of different job facets on job satisfaction of men and women in different ages in organisations in Serbia. For testing these assumptions descriptive statistics and multivariate analysis of variance were applied. The research methodology also included theoretical analysis of the concept of job satisfaction. Results of the study have shown that the level of job satisfaction of employees of different age cannot be represented by the "U" curve. Further, the results have shown that there is a small difference in the overall job satisfaction between men and women as well as that there are some dimensions of job that have statistically significant influence on job satisfaction of men and women in different ages. The practical implication of this paper is that it, based on the obtained results, suggests to the managers certain human resource management (HRM) practices in order to gain more satisfied and, hence, more productive employees.

In recent years, an increasing number of scientific papers have explained that the firm efficiency is associated with corporate social responsibility (CSR). However, only a few empirical studies confirm these claims, or these studies have some limitations. Therefore, in this paper some investigation will be made to see if there is a link between CSR and business performance, i.e. whether companies that have better business performance are also characterized by a higher degree of CSR. Considering that the relationship between corporate social responsibility and business performance of enterprises is largely caused by the number of factors, this study examines this relationship in circumstances specific to the business environment of the Republic of Serbia. The aim of this paper is to examine whether there is a link between CSR and business performance in Serbia. The analysis was conducted by interviewing managers in 184 Serbian companies. In data processing a multivariate analysis of variance (MANOVA) and correlation analysis were used. The hypothesis that there is a statistically significant relationship between business performance and their CSR is confirmed, based on empirical data.

Macroeconomic business conditions in Serbia are still quite unfavourable in the postrecession period. Data submitted by the Serbian Business Registers Agency show that the number of newly established entrepreneurs in Serbia, in 2010, is for the first time less than the number of those that have gone out of business over that year. These data were the basis for the analysis of constraints and factors that brought about this situation. The high mortality rate of entrepreneurial ventures indicates the presence of a large number of problems that limit the development of entrepreneurship in Serbia. A survey carried out on entrepreneurs and managers of small and medium enterprises (SMEs) by the Republic Agency for Development of small and medium enterprises and entrepreneurs (SMEEs) revealed key constraints for their expansion, such as: lack of financial resources, administrative obstacles, insufficient qualified labour, lack of information on markets and technologies, non-compliance with standards and other less significant issues. Therefore, the objective of the paper is to stress the influence of the major problems and restrictions to the development of the entrepreneurial sector in Serbia. Constraints to the growth of entrepreneurship are going to be perceived through the prism of (insufficient) financial investments that the government makes to overcome them. In addition, by statistical analysis methods, it will be tested whether and to what extent each of these factors affect the number of start-ups. Based on the results, certain recommendations to the economic policymakers will be given.

Job satisfaction has occupied the attention of many authors for decades because this phenomenon has a great influence on many important outcomes in the workplace. Job satisfaction is, however, very complex phenomenon which is influenced by numerous contextual factors as well as job-content factors. Furthermore, there are also numerous factors which have a mediating effect on the relationship between job-related characteristics and job satisfaction. The aim of this paper is to analyze such effects. The main research question of this paper is whether job satisfaction at different career stages is influenced by different job-related characteristics. In order to answer this question, empirical research was conducted using a sample of 813 employees in the companies all over Serbia. The results of the study showed that in most cases jobrelated characteristics have a diverse influence on job satisfaction at different career stages. The results indicated that job-related characteristics, such as a relationship with co-workers and supervisors, operating procedures as well as communication have a greater influence on job satisfaction at the establishment career stage in comparison to other career stages. Promotion represents a job-related characteristic that has a greater influence on job satisfaction at the advancement stage in comparison to other stages. At the maintenance career stage, fringe benefits are the most influential, while at the decline stage those are contingent rewards. Finally, pay and the nature of work are job-related characteristics which have a similar effect on job satisfaction at all career stages.

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