Background and Objectives: Diabetic foot (DF) development is driven by complex interactions of hyperglycemia, inflammation, and oxidative stress (OS). We aimed to investigate OS and inflammatory biomarkers in patients with DF and their potential to improve early diagnosis and management of DF. Materials and Methods: The prooxidant–antioxidant balance (PAB), superoxide dismutase (SOD), total oxidative status (TOS), total sulfhydryl groups (SHG), routine biochemical parameters, and complete blood count were determined in 42 patients with type-2 DM, of which 23 patients had DF, while 19 patients were without DF complications. The neutrophils-to-lymphocyte ratio (NLR) was evaluated as a biomarker of inflammation. Results: Patients with DF had significantly higher (p < 0.05) PAB levels (170 ± 33.9 U/L) compared to those without DF complications (142 ± 31.3 U/L). In addition, patients with DF had significantly reduced SOD activities (p < 0.01). NLR values were significantly higher in the DF group (median: 2.8; interquartile range: 2.0–4.3) than in the group without DF (median: 1.4; interquartile range: 1.4–2.1; p < 0.01). A positive correlation was found between the PAB and NLR index (r = 0.449; p < 0.05). The diagnostic accuracy of both PAB (AUC = 0.741; p < 0.01) and NLR (AUC = 0.760; p < 0.01) was estimated as acceptable. Conclusions: In conclusion, the development of DF is associated with enhanced OS and inflammation processes. PAB and NLR could be useful non-invasive biomarkers of DF development.

This paper deals with construction of device for water quality monitoring on open water flows and connection of devices on individual river basins into central system for monitoring and supervision through GPRS modem. The device was tested on the WWTP (Waste Water Treatment Plant) in coal mine Čitluk, Sokobanja, and laboratory of the Faculty of Civil Engineering and Architecture Nis

Psychological contract is important construct to understand continuing changes in employment relationships. In that way, anticipatory psychological contract (APC) presents valuable framework to understand graduate students' beliefs about future employment relationships. Accordingly, the aim of this study was to examine ACP content, i.e. beliefs about employee contributions and employer inducements in the employment relationship. The sample consisted of 271 final year university students form Macedonia and from Serbia enrolled following study programs: psychology and medicine philology/literature and technology and informatics. Questionnaire with 48 statements was administered to measure ACP content. Two-way ANOVA and loglinear analysis were conducted for data analyzing. It was found that students preparing for various occupations from two countries significantly differ in the expressed beliefs about their contributions in the future employment relationship and in their belief about employer inducements in that relationship. In general, surveyed students reported stronger beliefs about employer inducements than about their contributions at work.

The aim of the study is to determine the preferred leadership and followership styles, as well as the statistical significance of differences between those preferences among individuals employed in both state and privately owned companies in Serbia and Macedonia. Leadership and followership are important for the efficient functioning of all organizations. Leadership and followership issues are particularly important in transition countries, such as Serbia and Macedonia, where directors general of organizations are no longer appointed politically but are leaders selected according to their capacities. Nationality and type of the organization ownership, the relation between gender and position occupied by an individual within a business organization (a manager, an employee), as well as the preferred style of leadership and followership, have been analyzed. The study was carried out on the sample of 172 participants from Serbia and Macedonia. The data were collected by means of the Personal Questionnaire for Followership Styles designed by Robert E. Kelley (1998), and Fiedler’s LPC scale (Least Preferred Coworker, 1984) which was used to evaluate the preferred leadership style. The results indicate that there is no difference in the preferred leadership styles in relation to gender, nationality or positions occupied by the company employees, but there is a difference between the employees who are in the state- or in the privately-owned companies. The participants working in state owned companies prefer a permissive leadership style, i.e. relationship-oriented. The results show that most of the employees in both state- and privately-owned business organizations prefer an active followership, with statistically significant differences compared to the other followership styles. No relationship was found between gender, nationality, type of organization ownership and position occupied by the individual within a business organization, for the preferred followership style.

This study investigated differences in the attitudes toward workplace practices between male and female managers fro m Serb ia and Macedonia. There were included 200 managers, 100 managers fro m Macedonia and 100 managers fro m Serb ia. The analyses is aimed at determination differences of orientations toward cultural dimensions collectiv ism-indiv idualis m and power distance, paternalism, and affective, instrumental, contractual and obligatory supervisor-subordinate relationship between male and female Macedonian and Serbian managers. The results suggest significant differences in orientation toward power distance and collectivis m-individualism, contractual and obligatory supervisor-subordinate relationship among managers fro m Serb ia and Macedonia. Macedonian managers score higher on collectiv istic orientation, and contractual supervisor-subordinate relationship than Serbian managers. But Serbian managers score higher on orientation toward power distance and obligatory supervisor-subordinate relationship. The study showed that there are no differences according to gender and there is no interaction effect of culture and gender on orientations toward collectiv ism-indiv idualis m and power distance, paternalism and supervisor-subordinate relationship. The results of the study lend support for the notion that the culture influences on organizational practices. With increasing knowledge about the differences of attitudes of managers with different cultural background, increases the possibility of developing open and productive relations in the business world.