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Nonprofit, nongovernmental organizations (NGOs) are important development actors that operate in ecosystems of multi and cross-sector stakeholders in order to reach the most vulnerable social groups of people. Having this in mind, our goal was to explore to what extent their social capital influences their knowledge in order to propose a model that could optimize their knowledge management maturity through social resources embedded into their structure. Therefore, we focused on NGOs from the European Union and the Western Balkans operating in the international development and cooperation sector. We first conducted a survey among 215 NGOs and then cross-checked the received data through desk research and in-depth interviews. We utilized collected structured data and devised a binary classification model capable of discriminating high level from the low level of knowledge management maturity in NGOs, and multiclass classification model for estimating the actual category of knowledge management maturity which can simulate the real connection among social capital and existing knowledge management maturity. Our findings provide valuable data to the NGO management, regardless of where the NGO comes from, of the number of employees it has, and the number of projects it runs. The mathematical models based on neural networks used in this paper show with high accuracy what the knowledge management maturity level (for each output) is in case there exists prior information about social capital (inputs).INDEX TERMS Social capital, knowledge management maturity, nonprofit organizations, predictive modeling.

This research aimed to explore the profile of women who work in project management in nongovernmental organisations (NGOs) in Serbia, their working conditions and their satisfaction with the job. The results show that women who work as project managers or project team members in NGOs in Serbia are highly educated, they work more than it is prescribed by the contract and, in half of the cases, it is about temporary employment agreement. They are satisfied with the position in NGOs, interpersonal relations and employers' care about employees. They also have the possibility of additional education. On the other hand, they are dissatisfied with the salary and standard of living, and they encounter stress-related problems.