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The purpose of this paper is to investigate whether there is a difference in career development programs between family and nonfamily companies. Moreover, the paper explores the relationships between career development dimensions and affective commitment in a family business setting.

A cross-sectional questionnaire-based survey was used to collect data from 506 employees in Bosnia and Herzegovina across the different industries. Independent t-test and hierarchical regression were used to test the hypotheses developed in the study.

The findings supported our assumptions that there is a significant difference in career development opportunities between family and nonfamily companies. Moreover, career development has a higher influence on affective commitment in the family business setting.

The data for this study was collected by using convenience sampling, as well as a cross-sectional survey method, which limits the generalization of results. Due to the unavailability of a public database, we relied on employees’ perceptions when it comes to the ownership of a company.

To keep key employees, family business owners and managers have to invest in career development programs. The study shows that by aligning employee and organizational goals, offering professional development and remunerating the positive performance helps in keeping the most valuable assets within the company.

So far, the research about career development in family businesses was insensible. This study provides an important contribution to the understanding of career development and its outcomes in family businesses.

The purpose of this paper is to investigate the determinants of innovative work behavior (IWB) by examining the moderating role of transformational leadership in the context of small and medium enterprises (SMEs).

The study surveyed 371 employees from SMEs in Bosnia and Herzegovina by adopting convenience sampling. Hierarchical regression was used to test the hypotheses.

The findings supported the authors’ assumptions that IWB determinants such as psychological empowerment, participation in the decision-making process and organizational justice are positively related to IWB. Besides, transformational leadership moderates the relationship between organizational justice and IWB.

The data for this study was collected by using convenience sampling as well as a cross-sectional survey method, which limits the generalization of results.

To spur the IWB among the employees in SMEs, an organization has to create an environment where psychological empowerment is high, employees have a chance to participate in the decision-making process and organizational rules and procedures are fair. In the case of organizational justice, the relationship shall be stronger if transformational leadership is present.

In SMEs, transformational leadership plays an important role. To the best of the authors' knowledge, this is the first study that demonstrates the moderating effect of transformational leadership on the relationship between one specific IWB determinant and IWB.

The study aims to examine whether there is a difference in entrepreneurial intentions (EI) and intrapreneurial intentions (II) between current labor force (CLF) and future labor force (FLF). Moreover, the role of entrepreneurial orientation (EO) as a common determinant has been presented.

A cross-sectional survey was used to collect the data from 472 members of the CLF and 310 members of the FLF in Bosnia and Herzegovina. To test the hypotheses, Welch's t-test and multiple regression were used.

The findings show that there is a difference in both EI and II between CLF and FLF and that individual EO, to a certain degree, is a determinant of them.

The study extends the literature by offering a comparative approach to two populations within the same country. Furthermore, the study deviates from a more traditional approach that EI and II are divergent constructs with different determinants.

This study investigates the relationships between the four dimensions of organizational justice (OJ) (distributive, procedural, interpersonal, and informational) and employees' intention to stay (ITS) in organizations in Bosnia and Herzegovina while considering the mediating role of job satisfaction (JS).

Through a cross-sectional questionnaire-based survey, 336 responses were collected from employees in private companies and non-governmental organizations. Structural equation modeling was performed to test the hypotheses.

Results indicate support for the relationships between dimensions of OJ and ITS, except in the case of procedural justice (PJ). Similarly, JS is a full mediator in all relationships, except for PJ.

The study extends the literature by incorporating all four dimensions of OJ and testing them individually in relation to the ITS. Furthermore, the study deviates from a traditional approach of simple relationships by introducing the mediating role of JS. Finally, it contributes to the scarce literature in developing countries.

This study aims to investigate the relationship between age and entrepreneurial and intrapreneurial intentions considering the mediating role of individual entrepreneurial orientation (IEO) dimensions (risk-taking, innovativeness and proactiveness).

The data were collected from 782 individuals from Bosnia and Herzegovina’s working-age population using a cross-sectional survey design. Hypotheses were tested via structural equation modeling.

Younger individuals have significantly higher intentions for entrepreneurship and intrapreneurship than older individuals. The mediating role of IEO was partially supported in the case of the relationship between age and entrepreneurial intention as well as age and intrapreneurial intention. While risk-taking and innovativeness partially mediate the relationship, proactiveness does not.

This study takes a comprehensive approach when examining the relationship between age and entrepreneurial/intrapreneurial intentions in a developing economy while considering the indirect effects of IEO dimensions.