Faculty of Economics

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Author: search.filters.author.Ristovska, AndrijanaHas files: No

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    Item type:Publication,
    ORGANIZATIONAL CHANGE AND EMPLOYEE STRESS: EMPIRICAL ANALYSIS OF EMPLOYEES IN THE REPUBLIC OF NORTH MACEDONIA
    (Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2021-11-13)
    Ristovska, Andrijana
    ;
    <jats:p>This paper addresses the issue of the importance and necessity of introducing constant organizational changes and their impact on employee stress as one of the primary pull factors of the employee turnover intention. In this regard, human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. The number of respondents from the processed data so far is 439 employees (differing according to their demographic characteristics). The purpose of this paper is to determine whether there is a statistically significant difference between the four different types of organizational change according to the Cummings and Worley (2014) organizational change classification (Human process changes; Techno-structural changes; Human resource management changes and Strategic changes), regarding their impact on the employee emotional state, as well as which type of organizational change has the most significant impact on employee stress in the Republic of North Macedonia. The survey findings contributed to the conclusion that Macedonian employees in terms of their feelings of fear, anxiety, nervousness, etc., equally perceive the impact of the different types of organizational change. More specifically, there are no statistically significant differences between the impacts of the different types of organizational change over the stress they face because of these changes.</jats:p>
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    THE DETERMINING FACTORS OF THE BRAIN DRAIN IN THE REPUBLIC OF MACEDONIA AND ITS EFFECTS ON THE ECONOMY OF THE COUNTRY ОНИЈА И ЕФЕКТИТЕ НА ОВОЈ ФЕНОМЕН ВРЗ ЕКОНОМСКИОТ РАЗВОЈ НА ЗЕМЈАТА
    (institute of knowledge management, 2018-12-10)
    Ristovska, Andrijana
    ;
    Magdinceva shopova, Marija
    ;
    ;
    Josimovski, Saso
    This paper elaborates the issue about the ,,brain drain” phenomenon observing it through the prism of its intensity in the Republic of Macedonia and its positive and negative impacts, but also its effects on the development of the economy in the country. This research, which covered 1400 respondents from the target group of young people, aged between 15 and 29, begins by providing answers to the questions about the extent to which this phenomenon is present in Macedonia, what are the characteristics of the people who tend to leave the country, what are the pull factors that attract them to go abroad and also, what are the push factors that stimulate them to leave their own country, what are their expectations in relation to the development of the country in the future, what are their opinions about the effects of the brain drain on the development of the country – whether they are positive or negative effects and finally, which measures and policies, according to the respondents are of a great importance and should be taken by the government institutions and authorities, non-governmental organizations and private sector in order to reduce brain drain in the country. Republic of Macedonia is threatened by serious losses from brain drain that could decrease the human capital of the country and its economic growth. Macedonia faces a serious brain drain threat: 77.03% of respondents have firm stances to permanently leave the country, which is equal to loss of intellectual potential, loss of future skilled workers and entrepreneurs. It is a huge number of young people and poses a great danger to the aging of the population in the country, a risk to the economic potential and economic development of the country, especially if the continuity of migration lasts for a long time. Fortunately, the brain drain is a dynamic phenomenon, and its direction and intensity can be significantly changed through honest, serious and selfless efforts of all social stakeholders. In this direction, well-designed measures for the preservation of human capital in the country and their consistent implementation in practice, could turn this trend of brain drain into a successful brain circulation in Macedonia for a period of 5-10 years. Based on the presented results of the research given in the following text, but also on the basis of personal expertise and continuous monitoring of the brain drain process from the country, we propose several most important recommendations for activities at different levels of influence.