Bozhinovska, Tihona
Preferred name
Bozhinovska, Tihona
Official Name
Bozhinovska, Tihona
Main Affiliation
11 results
Now showing 1 - 10 of 11
- Some of the metrics are blocked by yourconsent settings
Item type:Publication, Antecedents of entrepreneurial intention: Evidence from Republic of Macedonia(Prague Development Center, 2015-10-16); ; ; Ilieva, Viktorija - Some of the metrics are blocked by yourconsent settings
Item type:Publication, COVID 19 PANDEMIC AND HEALTHCARE SECTOR IN NORTH MACEDONIA: WHAT HAS CHANGED FOR THE HUMAN RESOURCE MANAGEMENT(Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2021-11-13); <jats:p>The way the employees in the health care sector were managed during the period 2020-2021 was crucial for the management of the overall social and economic crisis. The most important areas from strategic human resource management that needed urgent attention during COVID 19 pandemic were: appropriate communication of the requirements of the new normal and identification of the most skillful employees for adapting to the changes and forecasting the forthcoming trends. Therefore, investigating the key activities for increasing the healthcare providers satisfaction of human resource management process during Covid 19 is an important issue and can offer significant insights for HR professionals and for the healthcare organizations. The purpose of the paper is to shed some light on the most important human resource practices during the COVID 19 pandemic and to understand how healthcare organizations had to rethink their approaches in order to maintain the motivation and commitment of the healthcare providers. The capability and willingness of the healthcare staff to stay focused and to cooperated in a dynamically changing internal and external environment was crucial for the overall healthcare sector during the pandemic. Hence, this study is trying to contribute by: identifying the key human resource (HR) issues/challenges in healthcare organizations during the pandemic, creating a theoretical model of strategic human resource management during Covid 19 in healthcare organizations and understanding which human resource (HR) practices/activities were perceived as most important for increasing healthcare providers satisfaction of the human resource management process in their organizations during the last period of turmoil.</jats:p> - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Company's innovativeness in transition economies: The case of Macedonia.(Faculty of Economics, University of Banja Luka, 2015-10); ; Denkovski, DraganInnovation is the ultimate result of the organization activities related to learning and creating new knowledge. According to the economic literature, innovation is a primary source of growth and national progress. Innovativeness is also identified as crucial for organizational survival in today’s global economy. Innovation is the only option for companies that want to change, grow and sustain their competitive advantage. Although the importance of innovation for the organizational and economic growth is significantly emphasized and well-documented in the economic literature, only few studies have focused on company’s innovativeness in the transition economies from the south-east Europe. The aim of this study is to examine the level of innovativeness of Macedonian enterprises and to determine the connection between the enterprise’s innovation and organizational performance. The main hypothesis on which this paper is based is that there is a positive and significant association between organizational innovativeness and firm performance. The data were obtained from the Innovation Survey conducted by the State Statistical Office of the Republic of Macedonia. In the survey were included only enterprises that have ten (10) or more employees. This survey collected data on enterprise’s innovation activities for three-year period, 2010-2012. The analyses were based on the data provided by the 1,130 respondents. According to this survey results small number of Macedonian companies have managed to introduce innovation in the analyzed period. Most of the large companies are identified as innovative. Almost two thirds of the small companies are non-innovative. More than half of the medium sized enterprises are classified as innovative. The findings of our analysis have shown that there is a negative and statistically significant relation between goods innovations and revue growth rate. In addition, it was reported a positive and significant effect of the introduction of service innovations on revenue growth. Furthermore, we did not found a significant correlation between organization or marketing innovations and revenue. This study indicates that only product (goods or service) innovations have significant impact on revenue growth. Apart from the various limitations of the paper, we can conclude that some of the previous studies on the relation between organizational innovativeness and firm performance have similar findings - Some of the metrics are blocked by yourconsent settings
Item type:Publication, ADJUSTMENTS OF BOARD COMPOSITION DURING COVID-19 CRISIS: ANALYSIS OF THE MACEDONIAN COMPANIES(University of Zenica, Faculty of Economics, 2021-12-24); The aim in this paper is to make an analysis of the reported changes in the boards’ composition of the Macedonian stock exchange listed companies during Covid 19 crisis. In order to achieve this objective, secondary data of the companies reports published on the Macedonian stock exchange website were used. The sample consists of 80 companies, and firstly we performed qualitative analysis on the companies’ reports regarding boards’ composition changes. Afterwards, in order to increase the understanding of the factors that determine boards’ composition in Macedonian joint-stock companies, we designed a model to examine the relation of company characteristics, industry characteristics and market perception of company value with board size, board independence and board diversity. The results from our analyses shows that during Covid 19 period substantial number of companies from the sample have made changes in board composition and only 9.38% of the companies that reported change decided to reappoint the same members. However, this does not mean that Covid 19 has been the only factor influencing the changes. Furthermore, one of our conclusions from the presented results in the study is that most of the variations in board/boards size can be explained by the differences in firm characteristics (in particular operating revenues and chosen boards structure), while the variations in board independence can be explained by firm characteristics (in particular operating revenues and chosen board structure) and industry characteristics. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Human Resource Management Roles During COVID 19 Crisis: Some Evidence from the Healthcare Sector in Republic of North Macedonia(5th International Scientific Conference on Economics & Management (ITEMA 2021) Published by the Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021-10-21); The Covid 19 pandemic one more time showed that implementing strategic and agile human resource management is crucial for every organization, especially in periods of major upheavals. The aim of the present paper is to determine and examine the most important roles of the human resource management towards increasing the satisfaction level of healthcare providers in Republic of North Macedonia during Covid 19 crisis. In order to achieve this purpose a questionary was designed and it was distributed among healthcare providers in both public and private healthcare organizations. The sample consist of 82 respondents. Our findings indicate that, according to the correlation analysis, during the Covid 19 pandemic the most important activity related to the perceived importance of HR roles for the employee’s satisfaction level is the communication for overcoming organizational issues emerged during pandemic, followed by the providing of financial benefits and access to information regarding the pandemic. - 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, Employee Engagement and Competitiveness: Some Preliminary Analysis and Insights(Slovenian Academy of Management [Društvo slovenska akademija za management], 2024-06-20)Theoretical background and purpose of the study: Employee engagement is a construct that has been widely investigated from the organizational sciences perspective in the past few decades. Employee engagement is a contrast that incorporates the employees’ dedication and involvement in their job and in the fulfilment of the job-related roles. Numerous authors have attempted to define employee engagement and to elaborate all the concepts of the concept (Khan, 1990; Maslach and Later, 1997; Beker and Demerouti, 2007; Bailey, 2016). Additionally, significant number of studies focus on the investigation of the antecedents and the consequences of employee engagement mostly from the management perspective (such as: Saks, 2006; Saks, 2019; Robinson, 2007; Zeng et al., 2020, Govender and Busin, 2020; Aisa et al., 2023). However, dome of the research efforts in the past decade are highlighting the importance of employee engagement for introducing new concepts of human resource management and for enhancing the overall organizational performance (Saks, 2022; Gruman and Saks, 2011). Namely, Gruman and Saks (2011) elaborate the importance of employee engagement for overall organizational effectiveness and introduce the model of the form of performance management called the engagement management model. Although the relation between human resource management or to be more precise the strategic human resource management and competitiveness has been thoroughly investigated, there seems to exist a gap in the research regarding the relation of employee engagement with the overall national competitiveness and growth. However, recently some authors have analyzed the relation between human resource practices and competitiveness, relying on the endogenous growth theory assumptions (Sheran et al., 2013). Nonetheless, most of the studies on antecedents and consequences of employee engagement focus only on the organizational preconditions for increasing employee engagement and the organizational consequences. Considering the identified gap in the literature and the existing research on the association between human resource practices, on the one side, and employee engagement and innovation (Sheran et al., 2013) and competitiveness (Albrecht et al., 2015), on the other side, conducting research on the relationship between employee engagement on a country level and the variables related to the level of labor utilization and countries competitiveness should be considered. Methods: To investigate the relationship between employee engagement on national level and countries labor utilization and countries competitiveness, a correlation analysis was conducted. The data on employee engagement was gathered from the Gallup research on employee engagement by country in the period 2019-2022. Regarding the variables labor utilization, average hours worked per person employed and gross national income per hour worked (presented in USD, current prices) data from the OECD dataset were used. Regarding the countries competitiveness the rankings by the IMD World competitiveness center were used. In total data for 63 countries for the period between 2019 and 2022 were gathered. The total number of observations varied between 136 and 247. Findings: The results from the analysis indicate that the percentage of engaged employees is statistically significantly corelated with labor utilization, average hours worked per person employed, gross national product per hour worked and countries competitiveness ranking. The Pearson correlation between the percentage of engaged employees and labor utilization (hours worked per head of population) is statistically weaker (it is significant at the 0.05 level), while the other three correlations are statistically significant at level 0.01. Furthermore, Kendall's tau_b and Spearman's rho coefficients between the percentage of engaged employees, on the one hand, and labor utilization, average hours worked per person employed, GNP per hours worked and countries competitiveness ranking, on the other hand, are statistically significant at level 0.01. Limitations and further research: Although the correlations indicate the existence of certain associations between the analyzed variables, we must take into consideration the limitations of these methods. These findings only suggest the existence of certain associations that should be further investigated. In future research the analysis of the nature of the association between employee’s engagement and countries’ competitiveness (measured by countries’ ranking or by countries’ competitiveness index) should be deepened. Namely, future research should focus on investigating whether countries’ competitiveness can be analyzed as a predictor or as a consequence of employee engagement levels. - 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, Boards' strategic involvement models: Past, present, and future(Journal of Strategic Management and Decision Support Systems in Strategic Management, 2023-12-22); Background: The research on boards’ strategic involvement has increased dramatically in the last few decades due to the need for improving boards’ strategic effectiveness as a mechanism for improving organizational performance. The corporate scandals highlighted even more that boards’ strategic decisions have sizable consequences for organizational survival, and long-term implications for organizational development. Purpose: The main research questions in this study are: 1. Which are the main elements of the concept of boards’ strategic involvement?; 2. Which models constitute the core of the concept and how we can classify them?; 3. How has the discourse on boards’ strategic role changed over time? Our purpose is to provide comprehensive answers to these questions and draft the future research agenda in this area. Study design/methodology/approach: Having in mind that boards’ strategic involvement is a multi-disciplinary area, we first conducted an integrative literature review, to detect the competing groups of models, and afterwards we conducted a semi-structured literature review in order to identify the most important topics in this area and to draft the future research agenda. Findings/conclusions: This paper contributes to research by identifying the models of boards’ strategic involvement, classifying them in three competing groups of models that represent the foundation in this research area, by identifying the most investigated topics in the past five years and finally, by drafting the future research agenda. Our conclusion is that the research in this multidisciplinary area is navigating around these three groups of models and that the most explored topics around which the future research is going to be conducted are boards’ involvement in the area of strategic human resource management and decisions regarding organizations’ sustainability. Limitations/future research: The study’s main limitations are related to the fact that the identified models on boards’ strategic involvement have been developed, mostly by authors from the USA and UK, where the one-tier board system is used. In future research, the authors should focus on proposing new framework(s)/model(s) and supporting its insights with empirical evidence - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Boards’ Strategic Involvement: Some Evidence from Republic of North Macedonia(Faculty of Economics-Skopje, Ss. Cyril and Methodius University in Skopje, 2023-12-15); Boards’ strategic involvement has been a prominent issue in the management literature, although the research on boards work and how board members fulfill their roles is limited. Therefore, the purpose of this study is to investigate how boards members in companies with one-tier and two-tier board systems understand the concept of boards’ strategic involvement and what determines boards’ members strategic involvement. For answering the defined research questions, we have designed a study that has two parts: qualitative and quantitative. The qualitative analysis has enabled us to develop two separate frameworks on boards’ strategic involvement for companies with one-tier board system and for companies with two-tier board system. The results from the quantitative analysis have shown that director’s participation in discussions, their knowledge and previous organization performances are statistically significant predictors of boards’ strategic involvement. The frameworks we have designed, as well as the regression model can be used in future research for broadening the academic understanding of the boards’ members role in strategy and their involvement in strategic decision making.