The goal of this work is to explore the effects of various factors that affect the employment of graduates of the University of Zenica. Additional analysis of variables as well as the links between variables will offer the input information that can contribute to the decision-making process in the development of new curriculums. The survey was conducted in Zenica-Doboj Canton, which involved n = 47 respondents. To process data, the following programs were used: Microsoft Excel, SPSS and SmartPL S3 - SEM program. The verification of the validity and the reliability of the measuring scale was carried out by calculating the Cronbach's Alpha coefficient. The review of the set of the hypotheses was carried out by the Regression analysis. The findings revealed that three hypotheses were accepted and one of them was rejected. The set hypotheses confirmed that the adopted expertise of graduates, the level of acquired skills and cooperation of the University with companies has a statistically significant impact on the employability of graduates. The organizational skills of graduates do not have a statistically significant impact on the employability of the University of Zenica graduates.

With the advancement of technology and the emergence of new challenges in the work environment, teleworking has become increasingly prevalent in recent years. This paper examines its impact on employees' organizational commitment – that is, whether and how physical distance from the workplace affects their sense of belonging, motivation, and loyalty to the organization. High levels of organizational commitment are typically linked with higher levels of job satisfaction and greater organizational citizenship behavior, where employees voluntarily exceed job demands to contribute more to the organization's success. By analyzing what previous research has found, the paper examines the factors that can strengthen or weaken this commitment, including flexibility, trust, communication, and organizational culture. The paper also explores the advantages and challenges of teleworking, providing a clearer picture of how companies can utilize this work model without compromising their connection with employees. The conclusions may be helpful for managers as well as employees who want to understand better how to maintain or increase their commitment, regardless of their workplace.

Financial institutions tend to the permanent identification of the financial services users needs and their satisfaction more efficiently than competitors through a certain differentiation. Due to the crisis caused by pandemic, financial sector is facing a number of challenges, which further complicate the brand management process. The process of digitalization is evident. Financial service providers have noticed rapid changes in consumer behavior, both due to health effects and social exclusion, and due to the physical closure of the branches themselves. In this paper, we research whether, and in what way, the current pandemic has imposed a threat or provided an opportunity to the financial sector. One part deals with the characteristics of brand management in the financial sector, with reference to specific circumstances during the crisis. Through the case study, we will process the most valuable global brands in the financial sector and analyze the ways in which institutions react to the crisis. We also provide an example of good practice of a financial institution, which has undertaken certain activities in order to strengthen its brand. The subject of the paper are the world's most famous financial institutions brands, and the purpose is to present their experiences in adapting brand management in the context of the pandemic. As some of the world's most valuable brands in the financial sector are facing a serious decline in brand value after the devastating effects of the pandemic, the aim of this research is to analyze the activities of these institutions and find ways to deal with this problem.