<p>Fenomen liderstva je star koliko i sama civilizacija, a posebno mesto u istraživanjima &scaron;irom sveta ima unazad sto godina, čemu u prilog ide činjenica da postoji skoro toliko definicija liderstva koliko i osoba koje su poku&scaron;ale da ga defini&scaron;u.<br />Srbija, kao zemlja u tranziciji, odnosno u razvoju, se trenutno nalazi pred izazovima transformacije zastarelih oblika stilova upravljanja u organizacijama u savremene oblike liderstva. Većina organizacija u Srbiji je već implementirala određene elemente liderstva u svoje procese. Međutim, retke su organizacije koje su u potpunosti implementirale koncept savremenog liderstva u svoje poslovanje.<br />Predmet istraživanja disertacije je ispitivanje i pružanje kvalitetnih podataka o jednom malom deliću izuzetno &scaron;irokog fenomena liderstva i njegovom uticaju na organizacionu posvećenost zaposlenih, jednu od osnovnih promenljivih uspe&scaron;nog funkcionisanju savremenih organizacija. Oblasti liderstva koje su istraživane u okviru ove disertacije jesu razmena između lidera i saradnika (LMX) i psiholo&scaron;ko ovla&scaron;ćivanje zaposlenih.<br />Komunikacija između lidera i saradnika, ovla&scaron;ćivanje i organizaciona posvećenost zaposlenih su varijable koje se u razvijenim zemljama intenzivno istražuju i unapređuju na osnovu rezultata istraživanja. Mnoga istraživanja su pružila dokaze da je komunikacija između lidera i saradnika povezana sa posvećeno&scaron;ću, međutim ni jedno od ovih istraživanja nije pružilo podatke o dubljoj prirodi i karakteristikama ove povezanosti. Čak ni u razvijenim zemljama nije bilo dovoljno istraživanja za potpuno potkrepljenje osnovne tvrdnje o povezanosti u različitim radnim okruženjima.<br />Cilj disertacije je da na međunarodnom nivou pruži značajan doprinos boljem razumevanju međusobnog uticaja komunikacije između lidera i saradnika, ovla&scaron;ćivanja i organizacione posvećenosti zaposlenih u okruženjima u tranziciji, i razvoju teorije i prakse ovih varijabli u okvirima organizacionog pona&scaron;anja. Sekundarni cilj istraživanja je poređenje javnih, proizvodnih i uslužnih organizacija u Srbiji i određivanje očekivanih razlika između njih vezanih za komunikaciju, ovla&scaron;ćivanje i posvećenost i pružanje kvalitetnih podataka osobama koje se bave ili će se baviti liderstvom u datim organizacijama za pobolj&scaron;anje organizacionih performansi.<br />Istraživanjem su dobijeni kvalitetni podaci o komunikaciji između lidera i saradnika, ovla&scaron;ćivanju i organizacionoj posvećenosti zaposlenih, njihovom međusobnom uticaju i relacijama, kao i o kritičnim grupama zaposlenih koje zahtevaju preduzimanje hitnih mera za pobolj&scaron;anje u Srpskim organizacijama. Primena ovih podataka u akademskim i poslovnim okruženjima može pružiti značajan doprinos u modernizaciju teorije i prakse liderstva u Srbiji.<br />Glavno pitanje na koje ova disertacija pruža odgovor je: &quot;Da li komunikacija između lidera i saradnika ima uticaj na organizacionu posvećenost zaposlenih u organizacijama u Srbiji i kakvu ulogu ovla&scaron;ćenost zaposlenih ima u interakciji između komunikacije lidera i saradnika i posvećenosti?&quot;<br />Odgovor na prethodno pitanje je jasan i nedvosmislen: &quot;Komunikacija između lidera i saradnika ima značajan uticaj na organizacionu posvećenost zaposlenih u organizacijama u Srbiji, dok ovla&scaron;ćenost zaposlenih ima ulogu medijatora u interakciji između komunikacije lidera i saradnika i posvećenosti&quot;. Ovla&scaron;ćenost zaposlenih ima i značajne direktne veze kako sa komunikacijom između lidera i saradnika i organizacionom posvećeno&scaron;ću, ali je njena uloga kao medijatora jo&scaron; značajnija.</p> / <p><span style="font-size:9px;">The phenomenon of leadership is as old as the civilization itself and it has its important place in research worldwide in the last hundred years, which is supported by the fact that there are almost as many definitions of leadership, as there are persons who tried to define it.<br />Serbia, as a country in transition, i.e. in development, is currently facing with the challenges of transformation of outdated forms of management styles in organizations into modern forms of leadership. Most organizations in Serbia already implemented certain elements of leadership in their processes. However, organizations that have implemented entirely the concept of modern leadership into their business are rare.<br />The research subject of this thesis is investigation and providing quality data on one small part of the extremely broad phenomenon of leadership and its influence on the organizational commitment of employees, which is one of the basic variables of successful functioning of modern organizations. The areas of leadership that had been researched within this thesis are the leader-member exchange (LMX) and psychological empowerment of employees.<br />Leader-member communication, empowerment and organizational commitment of employees are variables that are intensively researched and developed based on the research results in developed countries. Many researches have provided evidence that leader-member communication is linked with commitment. However, neither one of these researches had not provided data on the deeper nature and characteristics of this linkage. Further, there had not been sufficient research even in developed countries to completely corroborate the basic claim of the existence of the linkages in different working environments.<br />The aim of the thesis is to provide significant contribution at the international level to better understanding of the mutual influence of leader-member communication, empowerment and organizational commitment of employees in transitional environments, and to the development of the theory and practice of these variables within the framework of organizational behavior. The secondary aim of the research is comparing public, manufacturing and service organizations in Serbia, determining the expected differences between them regarding communication, empowerment and commitment, and providing quality data to persons who are practicing or will practice leadership in the given organizations so that they could improve organizational performance.<br />The research resulted with quality data on leader-member communication, empowerment and organizational commitment of employees, their mutual influence and relations, and also on critical groups of employees that require undertaking urgent improvement measures in Serbian organizations. The application of this data in academic and business environments can provide significant contribution to the modernization of leadership theory and practice in Serbia.<br />The main question to which this thesis gives an answer is: &quot;Whether leader-member communication has influence on the organizational commitment of employees in Serbian organizations and what is the role of empowerment in the interaction between leader-member communication and commitment?&quot;<br />The answer to the previous question is clear and unambiguous: &quot;Leader-member communication has significant influence on organizational commitment of employees in Serbian organizations, while empowerment of employees has mediating role in the interaction between leader-member communication and commitment. Empowerment of employees has also significant direct linkage with leader-member communication and also organizational commitment, but its role as a mediator is more important.</span></p>

<p>Испитивани су индивидуални и организациони квалитети повезаности лидера и следбеника. Узорак се састоји од запослених у туристичком и јавном сектору у Војводини и Србији.</p> / <p>Ispitivani su individualni i organizacioni kvaliteti povezanosti lidera i sledbenika. Uzorak se sastoji od zaposlenih u turističkom i javnom sektoru u Vojvodini i Srbiji.</p> / <p>They were evaluated for individual and organizational quality correlations of leaders and followers. The sample consists of employees in the tourism and the public sector in Vojvodina and Serbia.</p>