Faculty of Economics
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Item type:Publication, Unveiling the nexus between corporate social responsibility (CSR) and employee satisfaction: a comprehensive bibliometric analysis(Emerald Publishing, 2025-01-02); ; Purpose Researchers have tried analysing how the organizations’ practices of doing good can help improve their employees’ satisfaction over the past couple of decades. Employee satisfaction has a complicated relationship with a company’s corporate social responsibility (CSR) activities. Subsequently, the purpose of this paper is to conduct a bibliometric analysis and a literature review to trace the links between CSR and employee satisfaction, summarize and analyse the advances in this field, the knowledge gaps, publishing trends and further directions for future research. Design/methodology/approach The authors conducted a bibliometric analysis followed by a literature review of papers indexed in the Scopus database and published between 2000 and 2022. A total of 233 papers were identified, while 152 of them met the inclusion criteria for the analysis. Findings The subsequent analysis sheds light on the overlaps and connections between the two phenomena in human resource management (HRM). The authors outline potential avenues for future research and practical insight into how to leverage CSR activities for increasing work satisfaction. Originality/value By detailing the different ways CSR and employee satisfaction impact one another, analysing their relations and other supporting constructs, the authors contribute to the academic discourse by synthesizing prevailing literature and introducing practical guides for human resource (HR) professionals, managers and executives to manage turbulent surroundings more effectively, considering the major disruptions post-COVID-19 and the adoption of advanced technologies. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Neuroscience Techniques in Human Resource Management - An Overview(Faculty of Economics-Skopje, Ss. Cyril and Methodius University in Skopje, 2025-12); - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Explorers or Exploiters: A Multi-Technique Bibliometric Review of Individual Ambidexterity(Academy of Management Proceedings, 2025-06-17); ; Global and dynamic environments have pressured organizations into becoming more ambidextrous, resulting in a paradox for contemporary organizational sciences (Papachroni & Heracleous, 2020; Zhang et al., 2022). While employees are seen as a key driver of competitive advantage and high organizational performance, their ambidexterity, i.e. individual ambidexterity has remained in the margins of the research landscape (Nasution et al., 2024; Parmigiani & Howard-Grenville, 2011). This single-perspective research lens neglects the diverse experiences and characteristics of each individual and the ways they can influence the balance between exploration and exploitation as organization members. Recently, researchers have answered the call with several studies analyzing the antecedents and outcomes of individual ambidexterity as well as this concept’s interplay with other organizational phenomena (Schnellbächer et al., 2019). Still, as a growing research niche, which is critical for understanding modern workplaces, there is a lack of a comprehensive, bibliometric synthesis of the findings and an analysis of the gaps. To address this, our research provides a comprehensive, multi-technique bibliometric review of individual ambidexterity research, identifying key trends and underexplored areas in the field. Individual ambidexterity in the organizational context is gaining momentum as a crucial component of innovative behavior and performance, individual well-being, as well as team ambidexterity, firm performance, and organizational sustainable outcomes (Mu et al., 2022; Akbar et al., 2024). Considering the context of rising flexible and remote work arrangements and the growing accessibility and use of artificial intelligence, there has never been a more important time to investigate the genesis and core of employee ambidexterity. This environment underpins the need for lifelong learning, flexibility, reskilling, and upskilling for individuals to stay relevant in their roles, which challenges how we view this type of ambidexterity (Balzano et al., 2024). Essentially, it is conceptualized as the individual ability to simultaneously explore and exploit organizational resources, or, in other words, to perform contradictory activities by switching mindsets and action sets (Rogan & Mors, 2014), presenting a paradox for managers and decision-makers. Thus, our study aims to contribute by integrating the knowledge about individual ambidexterity and pointing out hotspots, influential scientific voices, and areas for further investigation using a multi-technique bibliometric approach, grounded in the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Stemming from this, central to this research investigation are the following research questions: 1) What is the inherent intellectual structure of the individual ambidexterity body of research? 2) What are the most impactful hotspots and themes in the research landscape? 3) What is the potential of individual ambidexterity research and what literature gaps on the topic exist? - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Employee Engagement in the Republic of North Macedonia in the Post-COVID-19 Era: Some Empirical Evidence(Association of Economists and Managers of the Balkans, 179 Ustanicka St, 11000 Belgrade, Serbia, 2025-02); The aim of the paper is to research employee engagement in the Republic of North Macedonia. To achieve this goal, the instrument for measuring organizational and job engagement developed by Saks (2006) has been used on a sample of 104 respondents. The results from the regression analysis indicate that perceived organizational support and job characteristics, as well as gender, are statistically significant predictors of organizational engagement, while job engagement can be predicted only with job characteristics. Furthermore, the results indicate that organizational engagement is statistically significantly and positively related to organizational commitment, job satisfaction, and organizational citizenship behavior, while job satisfaction is positively and statistically significantly related to organizational commitment and organizational citizenship behavior. Intentions to quit can be predicted only with organizational engagement, and as expected, this relationship is negative. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, CHARTING THE TRAJECTORY OF PERFORMANCE MANAGEMENT IN TOURISM: A PRISMA-COMPLIANT SYSTEMATIC REVIEW AND VISUALIZATION OF BIBLIOGRAPHIC DATA(Faculty of Tourism and Hospitality Management, Opatija, supported by the Ministry of Science and Education of the Republic of Croatia., 2025-01); ; Purpose – Tourism was affected by recent monumental disruptions, making performance management critical for staying afloat and maximizing efficiency and workforce productivity. Thus, the purpose of this study is to synthesize the dominant performance management literature in tourism and provide a critical review and directions for future research. Methodology/Design/Approach – The authors use the Preferred Reporting Items for Systematic Review and Meta-Analysis Protocols (PRISMA)-compliant systematic literature review approach paired with visualization of relevant bibliometric data as an additional value. Findings – The review and the bibliometric analysis are based on 51 articles from peer-reviewed journals and proceedings indexed in the Scopus database. The authors present the annual publishing trends, keyword co-occurrence, and visualization analysis followed by a review of the major themes and avenues for future research, based on the topic hotspots. Research progress and key findings are presented for the identified seven themes. The findings carry implications for practitioners, tourism leaders, and the scientific community. Originality of the research – After a search query in the Scopus database, it was found that no similar study exists on the topic of interest. The study contributes to existing knowledge accumulation by analysing information relating to performance management practices in tourism. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, STUDENTS’ UNDERSTANDING OF WORKPLACE DIVERSITY: THE CASE OF REPUBLIC OF NORTH MACEDONIA(University of Nis, Serbia, 2024-12); The importance of the research on workplace diversity has significantly increased in the past few decades. Namely, as a result of the increased possibilities for working from distance and the changes in the regulations that protect the rights of the individuals and groups with different background and physical and psychological characteristics, the workplace diversity and inclusion issues become a prominent research topic in the human resource management and management literature. Therefore, the aim of this study is to investigate students’ understanding of diversity in our country, on a sample of students from the Faculty of Economics – Skopje. The need for conducting such a study in our country emanated from the fact that we live in a society where diversity issues are perceived and acknowledged. For investigating students’ understanding of diversity, we used two instruments (Reaction-to-Diversity Inventory and Workplace Diversity Survey) developed by De Meuse and Hostager (2001). The first one was used for investigating students understanding of the term workplace diversity and the second one for researching the determinants of the students’ understanding of diversity. The questionnaire was distributed electronically among students from the Faculty of Economics – Skopje, Ss. Cyril and Methodius University in Skopje. The analysis of the responses on Reaction-to-Diversity Inventory has shown that most of the students relate diversity with the term unity (47), which refers to the organizational outcomes as one of the dimensions of diversity. Besides referring to the organizational outcomes, it is important to note that unity is a term that has positive connotation. The results from the multiple regression analysis on the sample of 184 respondents, indicate that besides teachers’/professors’ engagement in educating on diversity and students’ gender, students’ academic success should be considered as a predictor of their understanding of diversity (although the statistical association of students’ grade and their understanding of diversity is statistically weaker and negative). - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Advancing Job Design through Artificial Intelligence: Bibliometric Data-based Insights and Suggestions for Future Research(2024-12); As the digital transformation of businesses reshapes jobs to delegate tasks to technology, human resource professionals and managers find themselves at a crossroads when it comes to designing and redesigning jobs, especially under the influence of artificial intelligence (AI). Being an emerging topic, this article aims to synthesize the current state-of-the-art literature regarding the application of AI for job design purposes using a multi-technique bibliometric analysis followed by a literature review in compliance with the rigorous Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines. The research presents the findings grounded in data from 67 Scopus-indexed publications, which was analyzed with a combination of descriptive bibliometric analysis, co-authorship, bibliographic coupling, and co-occurrence analysis, helping us identify past scientific directions as well as draft a future research agenda. As one of the first bibliometric analyses in the field, it contributes to the scientific discourse by revealing the core themes of the literature, including job characteristics impacted by AI and data-driven human resource (HR) practices, group-level AI integration in job design, AI-related job skills of the future of the workforce, human-AI trust and labor relations and the role of algorithmic human resource management (HRM) in job design. Further, we stress seven distinct pathways for future research. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, EXPLORING EMPLOYEE AUTONOMY: TRACING THE ROOTS AND CHARTING FUTURE STEPS THROUGH BIBLIOMETRIC DATA ANALYSIS AND REVIEW(Slovenian Academy of Management , Slovenia, 2024-06-22); ; Theoretical background – Following the phenomena of the Great Resignation, quiet quitting, and ubiquitous remote work in post-COVID human resource management, researchers’ interest in employee autonomy has grown to an all-time high. Besides the growing scientific maturity of the field, the extent to which employees should enjoy autonomy in crafting their workload, choosing their work methods and workplace, and the impact on the work outcomes is not synthesized and open to debates (Clausen et al., 2022). The concept in the broadest sense can be defined as the level of freedom and discretion employees have in terms of their workplace autonomy, worktime autonomy, and methods autonomy (Kubicek et al., 2017). Purpose of study – The purpose of this study is to uncover the inherent intellectual structure of the employee autonomy body of research, identify the most influential concepts, themes, and hotspots, and stress new paths for future research on the topic. Method – The research is grounded in multitechnique bibliometric analysis, which is useful for obtaining a more objective, comprehensive, aerial view of a certain topic or research niche (Zupic & Cater, 2013). Descriptive bibliometric analysis, co-authorship analysis, and keyword co-occurrence bibliometric analysis are conducted. The data for carrying out the analysis was based on a keyword-based search query in the Scopus database of global quality research about articles published in scientific, peer-reviewed journals, written in English. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement is used for obtaining and cleaning data (Moher et al., 2015). The final dataset includes 1041 articles. Following the bibliometric analysis, a systematic literature review is presented through the prism of the invisible college framework. The framework helps us interpret the field’s development across four phases from its origins in the 1950s until now (Vogel, 2012), including college transformation, drift, differentiation, and fusion.Findings – More than 900 articles detailing employee autonomy have been published since 2010, which is nine times more than in all years before 2010 combined. Moreover, the findings focused on tracing the evolutionary development of the field point out a few core themes such as benefits of employee autonomy, job satisfaction and well-being, environmental context, motivation, employee behavior, organizational psychology, work organization, leadership, digitalization, and job performance. Connected to this, the output of the keyword co-occurrence analysis resulted in a visual network map of 10 interconnected clusters of keywords from the vast research landscape on employee autonomy. Subsequently, five distinct paths for future research endeavors are outlined. Theoretical contribution – This is one of the first bibliometric analyses on employee autonomy as a testament to its originality. To date, published research has focused mainly on determining various relationships between employee autonomy and other organizational phenomena, and assessing its influences on employee well-being, work-life balance, job performance, and work outcomes (Muecke & Iseke, 2019). Additionally, several meta-literature reviews exist on the topic, yet are predominantly partial and focused on specific relationships between constructs (Khoshnaw & Alavi, 2020) or are in turn industry specific (Pursio et al., 2021). This represented an additional motivation for the researchers to carry out the research as a way of presenting an overarching aerial view of this concept through bibliometric analysis. Additionally, the systematic literature review grounded in the invisible college framework is an innovative theoretical presentation in this field. Practical implications – The findings have the potential to benefit policymakers, practitioners, and the academic community as crucial stakeholders in the field. Namely, policymakers can benefit from these findings when regulating unionization and forms of increased employee participation to further democratize workplaces. Additionally, practitioners and the academic community can benefit from the synthesized findings when choosing fields for new research and further cross-pollination with other managerial concepts - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Artificial Intelligence-Driven HR Practices in SMEs: A PRISMA-Compliant Scoping Literature Review(9th International Scientific-Business Conference LIMEN 2023 – Selected Papers UDEKOM, 2023-12-07); Artificial intelligence (AI) is rapidly reshaping human resource management (HRM) practices, extending its reach even to small and medium-sized enterprises (SMEs). Despite the prevalence of AI in HRM, its integration into the practices of SMEs, traditionally characterized by limited HR resources, remains an understudied area in scientific literature. A knowledge gap was identified through a Scopus database search, revealing a lack of comprehensive exploration into emerging trends related to AI’s impact on hiring, skill assessment, bias mitigation, and time constraints in SMEs. This study aims to address this gap by conducting a methodical analysis and synthesis of existing scientific contributions on the adoption of AI in SMEs for HR purposes. Employing a rigorous scoping literature review grounded in the PRISMA protocol, the investigation focuses on peer-reviewed publications in English, indexed in the Scopus database. The findings, encompassing emerging publications, authors, key concepts, and avenues for future research, offer valuable insights for HR professionals, entrepreneurs, and the scientific community. This study not only contributes to the understanding of AI’s impact on grassroots HR processes in small organizations but also provides practical guidance and recommendations for optimization and enhancement. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, THE YESTERDAY, TODAY AND TOMORROW OF EMPLOYEE AUTONOMY: A BIBLIOMETRIC REVIEW AND RESEARCH AGENDA(Slovenian Academy of Management , Slovenia, 2024-05); ; Following the phenomena of the Great Resignation, quiet quitting, and ubiquitous remote work in post‐COVID human resource management, researchers’ interest in job autonomy has grown to an all‐time high. Besides the growing scientific maturity of the field, the extent to which employees should enjoy autonomy in crafting their workload, choosing their work methods and workplace, and the impact on the work outcomes is not synthesized and open to debates. We address the evolutionary development track of this concept using a multitechnique bibliometric analysis of employee autonomy and the invisible colleges framework. Moreover, the research presents a combination of descriptive bibliometric analysis, co‐authorship, and keyword co‐occurrence analysis, to investigate the state‐of‐the‐art research and past scholar directions about job autonomy. Thus, we contribute to academic research by revealing job autonomy’s inherent intellectual structure, investigating the most influential concepts and hotspots, and portraying new paths for future research. Namely, the analysis pointed out core themes including benefits of employee autonomy, job satisfaction and well‐being, environmental context, motivation, employee behavior, organizational psychology, work organization, leadership, digitalization, and performance, and five paths for future studies. This leaves space for the topic to be further cross‐pollinated with other managerial concepts. The findings have the potential to benefit policy‐ makers, practitioners, and the academic community as crucial stakeholders in the field.