Vukadinovic Maja
@vps.ns.ac.rs
Novi Sad School of Business
RESEARCH, TEACHING, or OTHER INTERESTS
Psychology, Visual Arts and Performing Arts
Scopus Publications
Scopus Publications
Maja Vukadinović, Biljana Ratković Njegovan, and Milica Njegovan
Central Library of the Slovak Academy of Sciences
Maja S. Vukadinović
Frontiers Media SA
COPYRIGHT © 2023 Vukadinović. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. The dance of hair – toward a more powerful performance
Biljana Ratković Njegovan, Maja Vukadinović, Iva Šiđanin, Sonja Bunčić, and Milica Njegovan
MDPI AG
The aim of this study is to explore how entrepreneurs assess their self-efficacy in relation to their amount of monthly income, years of entrepreneurial experience, and job satisfaction. Moreover, the relationship between entrepreneurs’ self-efficacy and the indicators of entrepreneurial skills was explored. A total of 335 entrepreneurs aged between 25 and 64, who were mostly men (70.1%), participated in the study. The participants answered 10 questions from the pilot version of the Checklist of the Indicators of entrepreneurial skills and General Self-Efficacy (GSE). The results have shown that the amount of monthly income and job satisfaction both have a significant effect on the entrepreneurs’ assessments regarding their self-efficacy. Moreover, the results have shown that two indicators of entrepreneurial skills singled out as significant predictors of self-efficacy. The indicator “I have a hard time dealing with stressful situations at work” has a negative relationship with the entrepreneurs’ assessments self-efficacy, while the predictor “I learn from wrong business moves” has a significant and positive relationship with entrepreneurs’ assessments of self-efficacy. The relationship between self-efficacy and stress management is discussed in the context of successful and sustainable entrepreneurship. It is concluded that the entrepreneurs’ assessments of self-efficacy are “stress sensitive”, whether the challenge is imposed or defined by the social surroundings, e.g., the amount of monthly income, or the entrepreneur’s personality, e.g., job satisfaction, risk management and self-confidence.
Maja S. Vukadinović and Slobodan Marković
Wiley
AbstractThe aim of this study is to explore factor structure of audiences' physical experience and their related bodily sensations when watching dance choreographies. This study also includes the process of developing an instrument for measuring the observers' physical experience of dance choreographies and their related kinesthetic responses to watching dance. In the main study, participants rated their physical experiences and kinesthetic responses when watching 16 different dance choreographies of various dance forms, including contemporary dance, jazz, tango, and hip‐hop. Three factors of the observers' physical experiences when watching dance were identified: Action Tendency, Arousal, and Relaxation. Furthermore, the results show that the structure of the observers' kinesthetic responses when watching dance consisted of three factors: Focus, Excitement and Embodied Anticipation. The spectators' physical experiences and bodily sensations in response to an observed dance are the result of their engagement in the dance, the pleasure they draw from the dance, the emotions provoked in them, and their admiration for the performance. These findings are in line with the concept of kinesthetic empathy, which can be understood as the experience of sharing a dancer's movements.
Maja S. Vukadinovic, Natasa Papic-Blagojevic, and Ana Jovicic Vukovic
Franco Angeli
Maja Vukadinović
Faculty of Philosophy, University of Novi Sad
The present study aims to investigate the dark side of dancers’ personality. In recent literature, dark personality traits were conceptualized as the Dark Tetrad which includes Machiavellianism, narcissism, psychopathy and sadism. The participants in this study were 98 dancers, aged between 18 and 57 (M = 34.71, SD = 11.21; 86.7% women), who practiced different dance types (classical ballet, modern dance, flamenco, oriental dance, hip-hop, salsa, tango, merengue, bachata and Latin dances-samba, rumba) both professionally and non-professionally. They answered 13 questions from the pilot version of the list of Indicators of the meaning of dance for dancers, the Short Dark Triad (SD3) and the Assessment of Sadistic Personality (ASP). The results have shown that dancers had higher scores narcissism and lower scores on Machiavellianism and sadism compared to participants from the reference community sample from previous study (Dinić et al., 2018, 2020). Professional dancers had higher scores on narcissism, compared to those who practice dance as recreation meaning that they tend to seek prestige or status and have a need for admiration and attention from other people more than recreationists. Furthermore, a series of regression analyses showed that psychopathy is negatively related to dancers’ evaluation of the dance as an enjoyable and pleasant activity. It is concluded that dark personality traits are a component of dancers’ personality and one of the factors that affect dancers’ evaluation of the meaning of dance. Moreover, practical implications of the obtained results related to the pedagogical dance practice are discussed, as well as the dark traits of creative personality.
Elin B. Strand, Luis Nacul, Anne Marit Mengshoel, Ingrid B. Helland, Patricia Grabowski, Angelika Krumina, Jose Alegre-Martin, Magdalena Efrim-Budisteanu, Slobodan Sekulic, Derek Pheby,et al.
Public Library of Science (PLoS)
ME/CFS is a chronic, complex, multisystem disease that often limits the health and functioning of the affected patients. Diagnosing patients with ME/CFS is a challenge, and many different case definitions exist and are used in clinical practice and research. Even after diagnosis, medical treatment is very challenging. Symptom relief and coping may affect how patients live with their disease and their quality of life. There is no consensus on which diagnostic criteria should be used and which treatment strategies can be recommended for patients. The purpose of the current project was to map the landscape of the Euromene countries in respect of national guidelines and recommendations for case definition, diagnosis and clinical approaches for ME/CFS patients. A 23 items questionnaire was sent out by email to the members of Euromene. The form contained questions on existing guidelines for case definitions, treatment/management of the disease, tests and questionnaires applied, and the prioritization of information for data sampling in research. We obtained information from 17 countries. Five countries reported having national guidelines for diagnosis, and five countries reported having guidelines for clinical approaches. For diagnostic purposes, the Fukuda criteria were most often recommended, and also the Canadian Consensus criteria, the International Consensus Criteria and the Oxford criteria were used. A mix of diagnostic criteria was applied within those countries having no guidelines. Many different questionnaires and tests were used for symptom registration and diagnostic investigation. For symptom relief, pain and anti-depressive medication were most often recommended. Cognitive Behavioral Therapy and Graded Exercise treatment were often recommended as disease management and rehabilitative/palliative strategies. The lack of consistency in recommendations across European countries urges the development of regulations, guidance and standards. The results of this study will contribute to the harmonization of diagnostic criteria and treatment for ME/CFS in Europe.
Srecko Stamenkovic, Biljana Ratkovic Njegovan, and Maja S. Vukadinovic
Emerald
PurposeThe purpose of this paper is to investigate the impact of organizational justice on the ethical climate in organizations in Serbia.Design/methodology/approachIn the study, 3,413 employees participated whose task was to assess the dimensions of organizational justice (procedural, distributive and interactional) as well as the dimensions of ethical climate (egoism, benevolence and principle).FindingsThe obtained results show that the dimensions of organizational justice are significant predictors of dimensions of ethical climate. The dimension of distributive justice significantly predicts the dimensions of egoism and principle, while the dimensions of procedural and interactional justice significantly predict the dimensions of benevolence and principle. Concerning the structure of the relationship between dimensions of organizational justice and ethical climate, the results also showed that there is intra-national diversity depending on the region of the Republic of Serbia where the organization operates. Ethical climate based on maximization of personal interest is more connected to economically more developed regions with a larger population, while ethical climate based on duties related to norms, laws, rules and policies characterizes less developed regions with a smaller population.Originality/valueIn the context of contemporary Serbian business surrounding, the obtained results are discussed regarding the possibilities for improvement of ethical climate, which should be accompanied and supported by the positive impact of organizational justice.
Biljana Ratković Njegovan, Maja S. Vukadinović, and Ljubica Duđak
Nomos Verlag
ing the research directions in these issues of organizational socialization, Saks and Ashforth (1997) have summarized the theoretical perspective of The Importance of Interviews in Anticipatory Stage 173 https://doi.org/10.5771/0949-6181-2017-2-169 Generiert durch IP '54.70.40.11', am 10.12.2018, 10:38:44. Das Erstellen und Weitergeben von Kopien dieses PDFs ist nicht zulässig. four corps, namely: a) the model of socialization tactics (Van Maanen/Schein 1979); b) the uncertainty reduction theory (Berger/Calabrese 1975), as a variant of the communication theory (Falcione/Wilson 1988; Lester 1987), where the employees try to predict the behaviour of others in interaction through various forms of active and passive communication strategies in order to reduce uncertainty in the new workplace; c ) the social cognitive theory based on the optimistic concept of self-efficacy, which depends on the competence of personality, problem solving skills, coping with the requirements of the environment, and the standards of behaviour (Bandura 1986; 1997); and d) the cognitive and sense making theory (Louis 1980; Weick 1995), which explains the cognitive mechanisms of the rationalization of specific situations in the organization, the search for meaning in unclear circumstances and acting in accordance with one’s personal judgment and their own identity. Of course, this is by no means a complete list of research subjects regarding the organization – employees – socialization. The literature is supplemented by surveys conducted in transition and post-transition countries, i.e. countries which are still in the process of mastering the rules of operating in market conditions. Thus, Grazulis (2011) for example, studies the relation between organizational socialization and the level of employee’s loyalty in organizations of the Lithuanian public sector. This interesting study has shown that these organizations lack a systematic approach to the process of organizational socialization, which has resulted in low levels of employee’s loyalty. Another study (Claes/Hiel/Smets/ Luca 2006) conducted in Romania was focused on the influence of organizational socialization on job satisfaction. This study also included the characteristics of ethnic identity of Hungarians and Romanians employed in companies in Transylvania. Eisenschmidt (2008) has studied the importance of mentoring in the process of organizational socialization of both teachers and school management in Estonian schools. As indicated in her study, the level of success of professional and social socialization is higher if the individual is quick to adjust to the organization, as early as the induction year, and become familiar both with the culture and goals of the school, and colleagues they work with. Several different perspectives on studying organisational socialisation can be found in Serbian sources. Pržulj (2002), for example, analysed the question of organisational socialisation in the general context of human resources development, while Lojić (2011), highlights the important role of human resources management in the process of keeping track of, analysing and adapting the process of organisational socialisation. Janićijević (1997) discusses this question in in the context of accepting organisational culture, while Zimanji (2001 a) looks at it as a contributor to company transformation. Zimanji (2001 b), also studies the importance of mentoring in the process of organisational socialisation, using a four-phased model which consists of the initiation phase, upbringing phase, the separation phase and finally of redefining relationships. Djordjević-Boljanović and Pavić 174 Biljana Ratković Njegovan, Maja S. Vukadinović, Ljubica Duđak https://doi.org/10.5771/0949-6181-2017-2-169 Generiert durch IP '54.70.40.11', am 10.12.2018, 10:38:44. Das Erstellen und Weitergeben von Kopien dieses PDFs ist nicht zulässig. (2011) divided the process of socialisation of newly employed individuals into learning organisational standards, ways of behaving, values and opinions, as well as factors which influence employee performance and the way in which others in the organisation experience them. According to these authors, creating a good socialisation program is key to successful socialisation and it should generally be based on the following premises: a fair employment process, supplying necessary information, and evaluating the system through interviews at the end of the organisational socialisation process. Jovanović-Božinović/Kuljić/ Cvetkovski (2004) researched the goals of organisational socialisation, stating as their main goals the creation of a positive first impression, interpersonal acceptance, as well as the lowering of employee fluctuations, while Mašić et al. (2010) add to these goals the effectiveness and efficiency of doing the job. Conceptual challenges and affirmations of organizational socialization It can be concluded that there is an increasing scientific interest for developing the concept of employees' organizational socialization, but at the same time, this domain of human resources has been exposed to conceptual criticism. Namely, despite the different perspectives on the effectiveness of organizational socialization developed in a relatively short period of time, the concept itself is challenged for being descriptive and lacking deeper theoretical analyses (Sacks/ Ashforth 1997), partiality in research (Fisher 1986; Ostroff/Kozlowski 1992; Wanous/Colella 1989), which result in fragmented literature (Fisher 1986). The immanent multi-discliplinarity in the approach to this phenomenon should be added, which, along with management theory, includes sociology, social and industrial psychology, ethics, economics, medicine etc. All this prevents the field of organizational socialization from becoming structured as a discipline by defining its subjects and methods; thus, organizational socialization is seen either as a professional or scientific discipline. The criteria based on which the success of socialization would be evaluated are also unclear, as well as the possible level of contingency to be relied on in evaluating the implementation of socialization procedure. Some cases are dominated by behavioural criteria like learning behaviour, others by criteria of authoritarianism and fear which can be used for advancing organizational socialization only in reasonable manner. Also note the fact that most managers believe that by individuals’ socialization their personality can be significantly altered by changing the already formed opinions, adopted habits, ways of thinking and values, and establishing new modes of behaviour in favour of and for the needs of both company and its employees. However, the complementary nature of research areas and the epistemological settings of organizational socialization, where confrontation of various theoreti3. The Importance of Interviews in Anticipatory Stage 175 https://doi.org/10.5771/0949-6181-2017-2-169 Generiert durch IP '54.70.40.11', am 10.12.2018, 10:38:44. Das Erstellen und Weitergeben von Kopien dieses PDFs ist nicht zulässig. cal alternatives is possible, but not their elimination (intratheoretical interdependence) suggests that organizational socialization is a mature scientific discipline and it is continuously strengthening its paradigmatic status in terms of its basic constituents, i.e. subject specificity, theoretical foundations, research methods and numerous examples of their verification, and above all in terms of its functionality. However, some authors (Sachs/Ashforth 1997; Ostroff/Kozlowski 1992; Wanous 1992; Wanous/Colella 1989; Fisher 1986) suggest that, despite the existing normative framework, organizational socialization is still fragmented and studied from various perspectives, and that there is a lack of so-called "stage models'' (Wanous 1992), which would provide a reliable methodological base. In this sense, Cooper-Thomas and Anderson (2005) state the critical question, for which they believe it is neglected: is there any common basic pattern of organizational socialization, and is it possible to set a uniform model for organizational socialization? Establishing some scientific discipline with all its constituents is clearly a long and complex process, determined by gnoseological-epistemological frameworks, societal conditions and demands of the time. However, despite the various methodological doubts, we can say that in the theoretical field of organizational socialization we are already working on defining its subject which established its contents and the basic set of attributes, so that it has often been stated that it is a process through which individuals acquire knowledge about and adjust to their work context (Fisher 1986; Feldman 1981; Van Maanen/Schein 1979; Schein 1968), in one word "people processing" (Van Maanen 1978). Caplow (1964) explains that this is an organizationally directed process that prepares and qualifies individuals to occupy organizational positions, while Brim (1966) viewed socialization as the manner in which an individual learns that behaviour appropriate to his position in the group through interaction with others who hold normative beliefs about what his role should be and who reward or punish him for correct or incorrect actions. The interactive perspective takes more collaborative approach to developing a productive relationship between the individual and the organization beginning at the time of entry (Jones 1983; Ostroff/ Kozlowski 1992). This context also defines the attributes or characteristics of the process of organizational socialization as continuity of socialization over time, changes of attitudes, values and behaviours and as a multiple socialization process (Feldman 1976, 1980, 1988). Regarding the theoretical foundations of organizational socialization, although basically relying on the field of psychology, we have clear basic theoretical perspectives, summariz
Maja Vukadinovic and Slobodan Markovic
National Library of Serbia
The study investigates the aesthetic experience of a dance performance from the perspective of both the dancers and the audience. The audience observed three short custom-made choreographies that were presented live and then watched the recorded versions, and judged them on an instrument designed to measure the aesthetic experience of dance. The choreographies were performed by six dancers. The dancers judged their own performances as well as the recorded versions of the performances. The analyses revealed that the dancers? aesthetic experience of a dance performance is similar when they perform choreography and watch it on video. On the other hand, the audience showed a higher sensitivity to live performance: they judged the live performance higher on all dimensions of aesthetic experience compared to their video presentation.
Maja Vukadinović
Editorial Pontificia Universidad Javeriana
Previous studies on different dance forms, including classical ballet, modern ballet and flamenco, show that the objective classification of these forms of dance is subjectively relevant, or in other words, the subjective categorization of dance is based on its formal properties. Based on this standpoint, this study aims to examine the audience’s subjective experience of the freedom of artistic expression in three dance forms: classical ballet, modern ballet and flamenco. This study also aims to place an audience’s subjective experience of the freedom of artistic expression in different dance forms, into the context of the cultural psychology of creativity. Sixty-nine participants assessed three choreographies from each dance form. The participants observed the choreographies audio-visually. The assessment of the freedom of artistic expression included seven-point scales of freedom to use space, use different figures and to express different emotions. The results showed that the dance form effects the assessment of an audience’s subjective experiences (using these 3 criteria) in relation to the freedom of artistic expression. Likewise, Choreography has a marked effect on the assessment of subjective experience within the aforementioned criteria for the freedom of artistic expression within each observed dance form. In conclusion, a dance form determines, by its formal characteristics, not only how certain choreography will be created, but also how an audience will experience the choreography. The various implications of the research results on creativity in the field of dance, and the importance of understanding the complex dialogical connections between particular dance forms, choreographers, choreographies and audience in the context of the cultural psychology of creativity were discussed.
Maja Vukadinovic and Slobodan Markovic
National Library of Serbia
In this study the aesthetic experience of dance performances is investigated. The study includes construction of an instrument for measuring the aesthetic experience of dance performances and an investigation of the structure of both dancers? and spectators? aesthetic experience. The experiments are carried out during eight different performances of various dance forms, including classical ballet, contemporary dance, flamenco and folklore. Three factors of aesthetic experience of dance performances are identified: Dynamism, Exceptionality and Affective Evaluation. The results show that dancers? aesthetic experience has a somewhat different factorial structure from that of the spectators?. Unlike spectators? aesthetic experience, dancers? aesthetic experience singles out the Excitement factor. The results are discussed within the context of dancers? proprioception and spectators? exteroception since these findings confirm the idea of a significant role of proprioception in dancers? aesthetic experience.