Faculty of Economics

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Brain Drain in North Macedonia: Key Factors and Effective Measures for Human Capital Retention among Employees
(2024-12)
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Ristovska, Andrijana
This paper aims to examine the push factors influencing the intention of employees in North Macedonia to emigrate and identify potential measures to reduce the "brain drain" or “human capital flight” phenomenon. The subject of the study focuses on the attitudes of employees regarding their intention to leave the country, considering variables such as salary growth, promotion opportunities, trust in state institutions, the availability of alternative employment within the country, and employment practices in the country. The research employs a survey methodology, involving 120 respondents from various demographic backgrounds to capture diverse perspectives on the push factors driving emigration. A methodical statistical procedure was applied using simple linear regression to determine the impact of each economic factor on employees' intentions to leave. Additionally, multiple linear regression was utilized to see how various push factors together influence the employees' intention to leave the country. The results reveal that 62% of respondents are inclined to leave the country, particularly younger employees aged 31-40 with higher education levels. The primary factor influencing this intention is the lack of alternative employment opportunities in North Macedonia. These findings underscore the need for targeted policies and measures to retain human capital and prevent further economic and demographic decline.
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Factors of Job Satisfaction and their Effects on Employees’ Behavior in a Manufacturing Company in the Republic of Macedonia
(Faculty of Economics Pale , University of East Sarajevo, 2019-03-27)
Ristovska, Andrijana
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This paper elaborates the issue about job satisfaction, observing it through the prism of the factors that lead towards its achievement, but also observing whether its absence has an impact on the employees’ behavior in the organization, employees’ productivity, absenteeism, fluctuation, as well as customers’ behavior, satisfaction and loyalty. Based on a sample of 100 employees with different gender, educational and age structure from one of the leading manufacturing companies in the Republic of Macedonia, this research revealed which factors cause job satisfaction of the employees in the Republic of Macedonia, whether the demographic characteristics influence the differences in the ranking of these factors, as well as on which conditions and processes at the workplace, the absence of job satisfaction affects significantly. We can conclude that employee job satisfaction in the country is largely determined by the factors that enable the realization of self-esteem and self-realization needs, according to the Maslow's hierarchy of needs, while the wages and the financial rewards and benefits are not ranked as the most significant factors observed at the level of all respondents. Analyzing them individually, according to gender, as well as by the level of education, which often arise as a reason for the difference in the choice of the respondents, the findings show that the financial motivators have key influence on the job satisfaction of the male employees, as well as of those with completed secondary education.
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FACTORS OF JOB SATISFACTION AND THEIR EFFECTS ON EMPLOYEES’ BEHAVIOR IN A MANUFACTURING COMPANY IN THE REPUBLIC OF MACEDONIA
(Faculty of Economics in East Sarajevo, Republic of Srpska, 2019-03-27)
Ristovska, Andrijana
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Summary: This paper elaborates the issue about job satisfaction, observing it through the prism of the factors that lead towards its achievement, but also observing whether its absence has an impact on the employees’ behavior in the organization, employees’ productivity, absenteeism, fluctuation, as well as customers’ behavior, satisfaction and loyalty. Based on a sample of 100 employees with different gender, educational and age structure from one of the leading manufacturing companies in the Republic of Macedonia, this research revealed which factors cause job satisfaction of the employees in the Republic of Macedonia, whether the demographic characteristics influence the differences in the ranking of these factors, as well as which conditions and processes at the workplace, the absence of job satisfaction affects significantly. We can conclude that employee job satisfaction in the country is largely determined by the factors that enable the realization of self-esteem and self-realization needs, according to the Maslow's hierarchy of needs, while the wages and the financial rewards and benefits are not ranked as the most significant factors observed at the level of all respondents. Analyzing them individually, according to gender, as well as by the level of education, which often arises as a reason for the difference in the choice of the respondents, the findings show that the financial motivators have key influence on the job satisfaction of the male employees, as well as of those with completed secondary education
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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
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<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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Оrganizational Change as “Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia
(Ss. Cyril and Methodius University in Skopje, Faculty of Economics-Skopje, 2021-11-30)
Ristovska, Andrijana
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<jats:p>The process of globalization and intensive technological development imposes the need to constantly introduce different types of organizational changes. 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. This paper analyzes the impact of four different types of organizational change on employee turnover intention, according to the Cummings and Worley (2014) organizational change classification. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employee turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there are positive correlation as well as causal relationship between all four types of organizational changes and the employee turnover intention, where techno-structural interventions have the most significant impact.</jats:p>
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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN RETAINING TALENT: EMPIRICAL ANALYSIS OF YOUTH IN THE REPUBLIC OF NORTH MACEDONIA
(The Slovenian Academy of Management, 2019-05-20)
Ristovska, Andrijana
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This paper studies the “brain drain” phenomenon through the prism of its intensity in the Republic of North Macedonia, and examines its positive and negative impacts, and its effect on the development of human resource management in the country, which is one of the key departments of any organization. This research, which covered 1400 respondents from a target group of young people, aged between 15 and 29, begins by providing answers to questions about the extent to which this phenomenon is present in Macedonia, the characteristics of the people who tend to leave the country, the pull factors that attract them to go abroad and the push factors that stimulate them to leave their own country, and the impact of human resource departments on the retention of staff and on recruiting staff back to the country, analyzed on the basis of an additional survey conducted among 10 human resource managers in large Macedonian companies. The Republic of North Macedonia is threatened by serious losses from brain drain that could decrease the human capital of the country and its economic growth. Furthermore, companies’ HR department policies about retaining, recruiting, and repatriation of staff and attracting new employees in the economy are underdeveloped and hugely influenced by heavy economic and political factors within the country.
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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN RETAINING THE TALENTS IN THE REPUBLIC OF MACEDONIA: EMPIRICAL ANALYSIS OF YOUTH IN THE REPUBLIC OF MACEDONIA
(Faculty of Economics-Skopje, Ss. Cyril and Methodius University in Skopje, 2018-10-04)
Ristovska, Andrijana
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This paper elaborates the issue about the ,,brain drain” phenomenon observing it through the prism of its intensity in the Republic of Macedonia, and also its positive and negative impacts, but also its effect on the development of human resource management in the country, as one of the key departments of any organization. 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 and finally, what is the impact of human resource departments on retention of staff, as well as recruiting staff back to the country, analyzed on the basis of an additional survey conducted among 10 human resource managers in large Macedonian companies. Republic of Macedonia is threatened by serious losses from brain drain that could decrease the human capital of the country and its economic growth. Furthermore, companies' HR department policies on retaining, recruiting and repatriation of staff as well as attraction of new employees in the economy are underdeveloped and hugely influenced by heavy economical and political influences within the country.
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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN RETAINING TALENT: EMPIRICAL ANALYSIS OF YOUTH IN THE REPUBLIC OF NORTH MACEDONIA
(The Slovenian Academy of Management, 2019-05-20)
;
Ristovska, Andrijana
This paper studies the “brain drain” phenomenon through the prism of its intensity in the Republic of North Macedonia, and examines its positive and negative impacts, and its effect on the development of human resource management in the country, which is one of the key departments of any organization. This research, which covered 1400 respondents from a target group of young people, aged between 15 and 29, begins by providing answers to questions about the extent to which this phenomenon is present in Macedonia, the characteristics of the people who tend to leave the country, the pull factors that attract them to go abroad and the push factors that stimulate them to leave their own country, and the impact of human resource departments on the retention of staff and on recruiting staff back to the country, analyzed on the basis of an additional survey conducted among 10 human resource managers in large Macedonian companies. The Republic of North Macedonia is threatened by serious losses from brain drain that could decrease the human capital of the country and its economic growth. Furthermore, companies’ HR department policies about retaining, recruiting, and repatriation of staff and attracting new employees in the economy are underdeveloped and hugely influenced by heavy economic and political factors within the country.

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