Purpose Managing knowledge effectively and efficiently is considered to be a key success factor to gain sustainable competitive advantage for organizations. This study aims to analyze the impact of knowledge management (KM) processes on human resource management (HRM). Design/methodology/approach To test the relationship of KM processes on HRM, a case study was conducted using structural equation modeling based on data collected from employees and managers of a Telecom company in Turkey. The survey instrument is a self-administered questionnaire composed of 37 questions. Three of them are demographic questions; 20 questions aim to reveal KM processes and 14 for HRM practices. The questionnaire was distributed via google survey link to employees and managers in headquarters office and two branches in Istanbul. Findings In this paper, the authors tried to investigate the impact of KM practices on the HRM performance of a company. The results indicate that companies with better KM practices tend to perform better at HRM. The main contribution of this paper lies in pointing out that, among the dimensions of KM, knowledge sharing and knowledge utilization have direct impact on HRM, whereas knowledge generation and knowledge sharing have indirect impacts. Research limitations/implications The main limitation of this study lies in the fact that data are collected from a single company in telecom industry. Therefore, it is difficult to generalize the results. Although the research findings are aligned with those of the previous studies, further research using data from numerous companies in various industries is still needed to generalize the research findings. Practical implications The paper includes implications for the development of knowledge utilization generated and stored within the company. The knowledge can create improvements in the company’s HRM performance if it is shared and used effectively. The paper addresses an important subject and the findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices. Originality/value This paper fulfills an identified need to investigate the impact of KM practices on the HRM performance of a company.

Purpose This study aims to explore the extent to which universities in developing countries have adopted social responsibility (SR) and track its implementation. Design/methodology/approach Through content analysis, the study examined the SR activities in 14 universities in Albania and North Macedonia. A framework for assessing SR in universities was developed based on the ISO 26000/2010 standard and the main SR domains relevant to the university context were identified and analysed. A comparison between public and private universities was made and best practices were highlighted. Findings The results showed that the highest scoring domain is organisational governance, while the environment domain scored lowest. No significant differences between public and private universities were identified in the disclosure of the university social responsibility (USR) domains. Research limitations/implications Domains were assessed based on the online content the universities disclosed and did not consider any unpublished content. Social implications The best SR practices are promoted to increase other universities’ level of engagement with the USR approach. Originality/value The study adds to the contributions in the USR literature by providing a better understanding of the application of USR in developing countries. The developed framework may be used to assess USR engagement in a practical way.

Abstract:The aim of this paper is to examine the long-run and the short-run relationships between foreign direct investment (FDI) and economic growth in the Republic of Macedonia by applying the cointegration analysis and error correction model to identify the variables explaining FDI determinants in the Republic of Macedonia. The research further attempts to investigate the effect of FDI on economic growth of the Republic of Macedonia using the methodology of vector auto regression and Granger causality test in this specific country. Out of the general conclusions it is evident that despite the above-average growth rates in both gross domestic product (GDP) and FDI in the country, we have found that GDP does not seem to induce FDI and likewise, FDI seems not to induce GDP. It is possible that the nature of this relationship is influenced by other institutional and economic factors. The paper concludes by offering some suggestions to economic policy makers involved in FDI particularly those in transition economies and high-growth potential areas. Suggestions for future research and implications for practice are also stated in the paper. 72S. Kurtishi-Kastrati et al.

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