Institute of Sociological, Political and Juridical Research
Permanent URI for this communityhttps://repository.ukim.mk/handle/20.500.12188/28
The Institute for Sociological, Political and Juridical Research was founded in 1965 with the decision of the Council of the University “St. Cyril and Methodius". Since then, the ISPJR is devoted to scientifically examine the sociological, political and legal phenomena in the country, to encourage and to organize appropriate researches for social development, to educate young scientist and to develop scientific staff.
Институтот за социолошки и политичко-правни истражувања е основан во 1965 година со одлука на Советот на Универзитетот "Св.Кирил и Методиј" во Скопје. Од тогаш, ИСППИ е посветен на научното истражување на социолошките, политиколошките и правните појави во земата, на поттикнување и организирање соодветни истражувања за развој на општеството, на подготвување на научен подмладок и усовршување на научен кадар.
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Item type:Publication, CHARACTERISTICS OF THE MACEDONIAN MILLENNIAL GENERATION: QUALITATIVE STUDY(Institute of Knowledge Management, 2016-12); - Some of the metrics are blocked by yourconsent settings
Item type:Publication, YOUTH UNEMPLOYMENT IN REPUBLIC OF MACEDONIA(nstitute for Sociological, Political and Juridical Research – University “Ss. Cyril and Methodius” Skopje, Macedonia, 2017); ; Starova, Nita - Some of the metrics are blocked by yourconsent settings
Item type:Publication, YOUNG ENTREPRENEURS’ CAPACITY FOR PUBLIC POLICY ADVOCACY IN MACEDONIA(University of “St. Kliment Ohridski” Bitola, 2016-12)Borota Popovska, M., Zabijakin Chatleska, V., and Topuzovska latkovikj, M.Existing literature argues that public policies affect entrepreneurship development by shaping economic, social and cultural factors. This is especially important for young entrepreneurs because they need a well developed structure of opportunities. Public policy advocacy in policy making processes can be useful and it can produce positive outcomes for both young entrepreneurs and policy makers. Starting from the basic assumption that policy advocacy can influence the creation and adoption of public policy decisions, this paper investigates the perceptions and attitudes of young entrepreneurs about the capacity for establishing advocacy organization. The presented study aims to identify several aspects of young entrepreneurs’ capacity for public policy advocacy: 1) perceived need for advocacy; 2) readiness for personal engagement in advocacy organization and 3) perceived barriers to effective advocacy. The research has been conducted at national level from different regions in the country. Online survey was administered to a purposive sample of young entrepreneurs from all ethnic groups. Research data were analyzed applying statistical techniques. Univariate and bivariate analysis were used. The results revealed that young entrepreneurs expressed a need for policy advocacy. They believe they can offer innovative solutions and consider it necessary to participate in creation of public policies that affect them. Moreover, readiness for engagement in advocacy organization positively correlates with the level of knowledge, skills and abilities for policy advocacy. The contribution of this paper is twofold. First, as is familiar to the authors, this is the first research of this kind in Macedonia. Second, it fills a gap in the study of youth entrepreneurship, particularly the study of young entrepreneurs’ policy advocacy and thus encourages more focused academic and public attention to this topic. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, HUMAN RESOURCE MANAGEMENT IN THE CENTERS FOR DEVELOPMENT OF THE PLANNING REGIONS IN THE REPUBLIC OF MACEDONIA(Faculty of Engineering Management (Belgrade), 2019)The centers for development of the eight planning regions have been established under the Law on Balanced Regional Development which was adopted in 2007 with the main goal to strengthen the capacity of networks and stimulating the development on regional level. In order to achieve effective and efficient operation of the centers, the management of human resources in these organizations becomes a matter of high priority because human resources are the agents of the important developmental activities in the region. This paper explores human resource management policies and practices that are adopted in the centers aiming to improve the capacity and competences of the employees, and enable them to perform effectively. Using qualitative research strategy, inductive content analysis of the documents was apply, and also, a semi-structured interviews were conducted with eight executive directors who represent and manage the centers. Research results reveal the need for improvement in the way that human resources are managed and lack of appropriate financial support from local and national authorities and institutions. Also, the findings point to the need of increasing the number of employees in the centers, considering the scope of work and the real opportunities to apply for more developmental projects that are financially supported by the EU pre-accession funds as well as available funds of other foreign and international organizations and donors. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Human Resource Management in Small and Medium-sized Enterprises: Recent Developments and Emerging Issues(Institute for Sociological, Political and Juridical Research Ss. Cyril and Methodius University in Skopje, 2016)Small and medium-sized enterprises (SMEs) are backbone of the national economies and represent a source of entrepreneurial skills and predominant growth model. The contribution of SMEs is also confirmed at the job level and in the creation of gross value added. In developing economies, most SMEs are facing with unfavorable external economic and social conditions and extreme forms of institutional upheaval. At the same time they have poor internal capacity that impedes their growth and competitiveness. In this sense, the biggest challenge for SMEs is how to achieve a sustainable growth. The competitiveness and the improved business performance can be built up through internal resources, namely the human resources (HR). Despite the recognition of the importance of human factor in firm growth, entrepreneurs/owner-managers do not pay attention to the development of the HR function in their organizations. SMEs are more focused on the portfolio of expertise of technology and production processes than investing in specific abilities, knowledge, skills, and motivational profile of the employees. On the other hand, the centralization of distinctive skills in one or few people creates managerial rigidity that limits learning abilities and innovation. Typically, the processes of managing human resources are not systematically planned but are rather reactive. This paper highlights human resource management (HRM) issues in SMEs, discusses the challenges related to HRM in SMEs and makes a critical analysis in Macedonian context.