The paper presents a conceptual model of factors affecting knowledge management effectiveness and determines whether knowledge management exerts a positive impact on business performance in trade enterprises of Bosnia and Herzegovina. Research data have been collected through a survey. The research sample was composed of 317 Bosnian companies that employ from 10 to 600 employees. Collected data were analysed by use of factor analysis and structural equation modelling. This is the first research carried out to prove influence of some organisational factors on knowledge management effectiveness in developing country such as Bosnia and Herzegovina by use of structural equation modelling. The research results suggest that organisational culture mediates the impact of human capital, information technology, organisational structure, and leadership on knowledge management effectiveness and confirm the hypothesis that the latter influences financial and nonfinancial indicators of business performance. The findings carry theoretical implications for knowledge management literature as they extend the scope of research on knowledge management from examining a set of independent organizational factors to examining a system‐wide mechanism that connects organisational elements and knowledge management effectiveness. The results of this study also provide a practical reference for the business when the latter considers investment into knowledge management system development, thus increasing their chance for success especially within developing countries.

SažetakU ovom članku predstavljeni su rezultati testiranja modela socijalno-poduzetničke namjere na studentskom uzorku Univerziteta u Bihaću. Kao teorijski okvir korišten je klasični model Teorije planiranog ponašanja. Regresijskom analizom utvrđeno je da su značajni direktni prediktori socijalno-poduzetničke namjere osobni stav prema socijalnom poduzetništvu (β=0,212; p=0,007) i percipirana kontrola ponašanja (β=0,644; p=0,000) dok subjektivne norme nisu potvrđene kao statistički značajan direktni prediktor. Model objašnjava 54,4% varijance socijalno-poduzetničke namjere. Poduzetnik u bliskoj obitelji postoji kod 53,8% ispitanika. Studenti koji u bliskoj obitelji imaju poduzetnika postižu statistički značajne više vrijednosti kod percipirane kontrole ponašanja, ali i statistički značajne niže vrijednosti kod osobnog stava, u odnosu na studente koji nemaju blisku osobu koja je poduzetnik. Odnosno, studenti koji u bliskoj obitelji imaju osobu koja je poduzetnik, u odnosu na studente koji nemaju takvu osobu, mogu se osjećati sposobnijima za pokretanje socijalno-poduzetničkog poduhvata, ali isto tako mogu imati i niži stupanj poželjnosti da postanu socijalni poduzetnici. Uslijed nedostatka kvantitativnih studija u području socijalnog poduzetništva koje se još uvijek nalazi u fazi izgradnje teorijskih modela smatramo da će rezultati testiranja modela socijalno-poduzetničke namjere, predstavljeni u ovom članku, doprinijeti boljem razumijevanju primjene teorije planiranog ponašanja u području socijalnog poduzetništva.

Purpose: This paper examines direct and serial indirect effects of creativity supported at the university on male and female entrepreneurial behavior through entrepreneurial self-efficacy and individual entrepreneurial intent. Methodology: The hypothesized model (which we tested) was a serial mediation model with two mediators. To examine the question of whether the relationship between variables varies by gender, model 6 in PROCESS macro (Hayes, 2018) was utilized separately for male (n = 218) and female (n = 385) students from nine different universities in Bosnia and Herzegovina. Results: Serial mediation of entrepreneurial self-efficacy and individual entrepreneurial intent in the relationship between creativity supported at the university and student entrepreneurial behavior were supported in both male and female samples. Conclusion: Serial mediation analyses indicated that a higher level of creativity supported at the university will improve student entrepreneurial self-efficacy, which may increase their entrepreneurial intent, and consequently, their entrepreneurial behavior. When the university encourages students to produce new ideas and examine old problems in new ways, it improves student confidence in their ability to mobilize cognitive, motivational, and behavioral facilities to perform entrepreneurial tasks successfully, and, in response, students demonstrate a higher level of individual entrepreneurial intent and a greater propensity for entrepreneurial behavior. However, it should be noted that an indirect effect of UC on EB only through EI was not significant in the female sample, which highlights the importance of ESE in the relationship between UC, female EI, and female EB. The results opened up a new field of research on how other types of creativity and other types of university support may affect students’ entrepreneurial behavior.

Talent management is considered to be one of the most popular management topics, both in theory and in practice. The term "talent" dates back to ancient times, while the term "talent management" was first mentioned in 1998, when a group of McKinsey consultants published a study titled "The War for Talent", which highlighted the positive impact of talent on organizational excellence.Both talent and talent management can be defined in numerous ways. Simply stated, talents represent the "right people", which refers to individuals who have key competencies a company needs, while talent management can be defined as getting the right people in the right roles at the right time.According to the survey conducted in Bosnia and Herzegovina, the terms "talent" and "talent management" are familiar to most respondents. Additionally, most respondents believe that talent management improves employee motivation and performance, as well as the performance of the entire enterprise. The research also showed that in most Bosnian companies, talent management practices are not implemented, and this applies to special programs for talented employees as well. The majority of survey respondents also expressed that they would appreciate working in talent focused organizations.