Neda Petroska Aneglovska

It has always been an issue in the human resource management selecting the right rewards for the employees especially in the public institutions. Many public institutions are unable to identify the types of rewards which are best used to foster employees’ work satisfaction. The study aims are to evaluate how reward systems in public institutions influence employee perception and to analyze their impact on job satisfaction, quality of work, and employee retention in the public sector of North Macedonia. Data were collected via self-administered questionnaire of 153 employees in public institutions in North Macedonia. Reliability and validity of the measurement instrument are confirmed through Cronbach’s alpha (0.777) and factor analysis. Descriptive statistics, correlation analysis, and regression analysis are applied to test the proposed hypotheses. The results indicate that the re-ward system has a positive but weak effect on job satisfaction (β = 0.142, p = 0.079), quality of work (β = 0.146, p = 0.071), and employee retention (β = 0.144, p = 0.075), with none of the effects reaching statistical significance. Additional hierarchical regression analysis suggests that demographic characteristics partially influence these relationships, while the contribution of re-ward systems remains limited. The findings imply that reward systems in public institutions play a secondary role in shaping employee outcomes, while other factors such as job security, intrinsic motivation, and institutional stability may be more influential. The study contributes to the limited empirical literature on public sector reward systems in North Macedonia and offers practical insights for policymakers and managers seeking to improve human resource management practices.

Digital transformation represents a key factor for enhancing competitiveness and introducing innovation in the global environment. To increase efficiency, productivity, and market performance, small and medium-sized enterprises (SMEs), as drivers of economic development, face the need to adapt their working conditions and transform existing processes toward new digital technologies. The subject of this research focuses on analyzing the state of digital transformation among small and medium-sized enterprises in the Republic of North Macedonia, through the identification of key challenges, opportunities, and strategies applied by these companies. In the practical part of this paper, by the questionnaire method, an empirical study was conducted aimed at analyzing the support measures and the level of awareness among SMEs regarding digital transformation policies. The goal of the research is to determine the extent to which state institutions provide support for the introduction of transformational changes that contribute to the digitalization of SME operations. The results of the conducted research confirm the main hypothesis that there is insufficient support in the process of implementing digital practices and solutions in business operations.

In the digital age, companies modify their strategies to help employees adapt to changes and avoid job loss. Companies invest in digital skills training, promote continuous learning, and encourage innovation among employees. By supporting employees through the process of adoption, companies strengthen adaptability and resilience. Effective strategic approaches balance technology adoption with employee engagement and well-being, ensuring that digital transformation enhances both company performance and employee satisfaction. This paper investigates how employees in North Macedonia perceive the risks to their jobs from economic downturns and how they view companies’ responsibility to involve employees in the adoption of new technologies, using one-way ANOVA. The results indicate statistically significant age-group differences in employees’ perceptions of job security and companies’ responsibility to involve employees in the adoption of new technologies.