Faculty of Economics
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Item type:Publication, Stakeholder perceptions of migration policies and investment in human capital development: expert interview evidence from policymakers, labor market organizations and social partners in North Macedonia, Türkiye, Ukraine, and Ethiopia(2026-01-16); ; ; ; Introduction: Policies that combine human capital development and migration governance are necessary because migration alters the labor supply and skill distribution across economies. Through a cross-country approach, four migrant-origin countries, North Macedonia, Türkiye, Ukraine, and Ethiopia, that reflect various combinations of demographic pressures, institutional capacity, and conflict shocks are examined in this study. Methods: Using standardized qualitative expert interviews with policymakers, labor market intermediaries, and social partners, analyzed through a reflexive thematic analysis, the study explores the respondents’ perceptions and the channels through which education and migration policies, as perceived, interact to influence labor market outcomes. Results: Respondents reported that migration dynamics exacerbate structural unemployment, gender disparities, brain drain, and ongoing skill mismatches in all four countries. Interviewees highlight structural gaps in technical training and job-readiness in Ethiopia, while in Ukraine, a prime example of the disruptive effects of war, population displacement strains both education and the labor market. In North Macedonia and Türkiye, skill mismatches are pronounced by the notable emigration as well as the inefficiency of retention mechanisms. Among all studied countries, participants identified demand-based training and reliable institutional frameworks as crucial levers for reducing shortages and slowing the human capital depletion. Discussion: The comparative study emphasizes the need for policies that efficiently connect labor market demands, migration management, and education to achieve a balance between social demands and long-term socioeconomic growth. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Brain Drain in North Macedonia: Key Factors and Effective Measures for Human Capital Retention among Employees(2024-12); ; Ristovska, AndrijanaThis 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.