Achievement Of Organizational Goals Research Articles

The Effect of Organizational Justice on Job Satisfaction Mediated by Organizational Commitment

The purpose of this study was to determine the impact of organizational justice on organizational commitment mediated job satisfaction. This research was conducted at XYZ Company by distributing questionnaires via google form with 60 respondents. This study uses the SEM (Structural Equation Modeling) method with SmartPLS software to test the validity and reliability of the analysis The results show that organizational justice has no effect on job satisfaction, organizational justice has a positive and significant impact on organizational commitment, organizational commitment has a positive and significant impact on job satisfaction, and organizational justice has a positive and significant impact on organizational commitment. In addition, the firm will get benefit by how organizational can improve as well as increase job satisfaction. In order to achieve organization goals, company can understand the employee’s job satisfaction.

“Be Happy” While You Can: How Expatriates’ Accomplishments Affect Their Subjective Well-Being and Job Satisfaction

Drawing upon the “happy-productive worker” hypothesis and the Job Demands-Resources model, we examine whether expatriates’ well-being mediates the association between expatriates’ interaction adjustment and job satisfaction; and whether this indirect effect is moderated by expatriates’ perceived accomplishment of the organizational goals for the assignment. Based on responses from 148 assigned expatriates we confirmed the expected indirect influence of expatriates’ well-being and the moderated mediation of expatriates’ accomplishment of organizational goals. This study offers implications for scholars studying subjective well-being in the international work context and organizations aiming to increase their global competitiveness without jeopardizing workers’ well-being.

EFFECTIVE DIGITAL LEADERSHIP: A PANACEA FOR EMPLOYEES MOTIVATION

This paper examined how effective digital leadership can motivate the employees and focused on the effectiveness of digital leadership on employees motivation. Digital leadership is the process of utilizing digital technologies to attain the desired organizational goals. This includes the acquisition of digital skills, abilities, strategy, innovation and change in management. Digital leaders need to understand the trend in digital technologies and how they can be used to achieve needed goals. The knowledge in digital technology adopt the strategies that can help in motivating the employees which will in turn propel their commitment towards the achievement of organizational goals and the sustainability, growth and productivity of any organization cannot be attained without the employees contribution. Therefore it becomes imperative that the employees must be motivated. Digital leadership can inspire effective communication, foster development of a solid school system, encourages digital literacy and helps to develop the ability to delegates’ responsibilities to subordinates. The study therefore recommends the following: employees should be encouraged to be digital technology compliance, good performance should be rewarded, and the welfare and development of the employees should be paramount.

Hybrid Communication as a Prospect for Organisation Development

Recently, hybrid communication is gaining more and more importance in our society (Bielinis, 2020) - due to the COVID-19 pandemic and social restrictions, people were forced to use remote means of communication, thanks to which it was possible not only to avoid, but also to effectively manage the COVID-19 pandemic. However, hybrid communication is relevant not only in this context - thanks to it, members of various organizations can carry out continuous communication and connect 24/7 from anywhere in the world. A study by Berger et al. (2021) found that before the global COVID-19 pandemic, only 35% of organizations used/aspired to use a hybrid work model, but now even 77% use this work model. (Berger, Weber & Buser, 2021). Organizations that previously conducted their activities in a contact manner and could not imagine an effective flexible combination of remote and contact work methods, now face new challenges of internal processes, employee performance and change management. However, properly chosen methods of information transfer help to ensure targeted achievement of organizational goals, change management and smooth internal operational processes. Therefore, in the context of the hybrid work model, active and purposeful communication becomes particularly significant. The aim of the article is to determine the features of hybrid communication when applied to business development in Lithuania. The research showed that hybrid communication encouraged the introduction of new information dissemination channels in the organization, more efficient time management and increased employee productivity. However, the study also diluted the challenges of hybrid communication: i.e. the adaptation of new employees, the problem of receiving feedback, the abundance of e-mails and the growing social exclusion of employees, the consequences of which could be examined in other studies.

THE COMPETENCY MAPPING ANALYSIS OF INVESTIGATOR EMPLOYEE IN THE REPRESENTATIVE OFFICE OF NATIONAL POPULATION AND FAMILY PLAN AGENCY OF EAST JAVA PROVINCE

Problems in an organization in the Government sector, especially in Family Planning Extension Officers at the Representative Office of the National Population and Family Planning Agency of East Java Province among others is the accumulation of employees in one unit without a clear job and the lack of employees in other units is the reality of the problem. On the other hand, the formation of organizational work programs tends not to be based on real needs, in the sense that the organizations formed are too large while the workload is so large and feels heavy, so that the achievement of organizational goals is not efficient and effective because of the incompatibility of competencies possessed between one employee and another. The purpose of the study was to find out and analyze the competency mapping of KB extension workers at the Representative Office of the National Population and Family Planning Board of East Java Province. This study uses a qualitative approach with a descriptive method. The results of this study conclude that the competence of KB KB Extension Officers is a combination of skills, knowledge, and attitudes that can be linked to performance in a causal flow model which shows that goals, temperament, self-concept, and work personality which then predict competency performance include intentions. , actions and final results, to the application of 5 (five) types of competency characteristics, namely motives (consistent will as well as the cause of action), innate factors (consistent character and response), self-concept (self-image), knowledge (information in the field of certain) and skills (the ability to perform tasks).

Peran Manajemen Sumber Daya Manusia Dalam Pendidikan

This study aimed to determine the role of human resource management in education. Management comes from the English word to manage, which means to organize, manage or manage. According to the term, management is the process of coordinating work activities so that they can be completed efficiently and effectively with and through other people. Based on the above, management is a way to organize or even manage something to get excellent and maximum results and get the job done optimally. Human Resources can be observed in two aspects, namely quality, and quantity. Quantity concerns the number of human resources (population) whose contribution is less critical in development than quality. Even the amount of human resources must be accompanied by good quality to avoid becoming a burden for the development of a nation. While quality concerns the quality of human resources, which involves physical and non-physical abilities (intelligence and mental). In conclusion, the goals in educational HR management include: the goals of society as a whole, the achievement of organizational goals, the achievement of functional purposes, the achievement of personal goals.
 Keywords: Education, Management, Human Resources

Prevalence andDistribution ofKnown Associated Factors ofBurnout among Military Personnel ofSri Lanka Army: A Descriptive Cross-Sectional Study.

Burnout is a psychological condition that has a detrimental effect on occupational and mental health. The military is a known community that is vulnerable to burnout. Burnout risk may have increased over the past 10 years due to the accumulation of recognized burnout correlates in the Sri Lankan military context. Sri Lanka Army is acknowledged as the country's main defense force to combat any impending threat. Therefore, it is crucial to recognize and control mental health issues like burnout. This study aims to describe the prevalence and distribution of recognized factors associated with burnout among Sri Lankan Army soldiers. A descriptive cross-sectional study was conducted among 1692 Army personnel to describe the known associated factor profile and prevalence of burnout. The multistage sampling method that contained random, cluster, and systematic sampling steps was used. Validated Maslach burnout inventory-General Survey (MBI-GS) Sinhala version, Coping Orientation to Problems Experienced Inventory (Brief-COPE), and a structured questionnaire on associated factors of burnout were included in a self-administered questionnaire. Sizes of each associated variable were calculated as frequency and percentage. Relevant central tendencies (mean or median) and distributions (confidence interval or interquartile range) of important variables were calculated. Crude and adjusted prevalence was calculated using validity properties obtained from prior criterion validity assessment. The response rate was 94% (n = 1490). The mean age was 30.7 (SD ± 6.23) years. The female participant percentage was 9.4% (n = 149). Half of participants (n = 813, 51.1%) were Lance corporals and Corporals. Nearly 80% (n = 1324, 83.2%) of study population gets less than Sri Lankan Rupees (SLR) 50,000 as final monthly salary, and three-fourth (n = 1187, 74.7%) did not have money savings. Faced difficulty because of resource deficiency (n = 1099, 69.1%), poor job control (n = 669, 42.1%), job ambiguity (n = 869, 55%), intention to leave (n = 842, 53%), and history of been absent (n = 298, 18.7%) were found to be much prevalent. The crude prevalence of probable burnout among military personnel of Sri Lanka Army was estimated to be 28% (95% CI, 23.13-32.87), and the adjusted prevalence of burnout was 23.2% (95% CI, 18.9-27.5). High prevalence and high density of known associated factors of burnout would adversely influence the achievement of organizational goals of Sri Lanka Army. Early attention and proper action are strongly recommended.

Intelligent Marketing Management Approach in the Industrial Business Sectors

Purpose: In the midst of constantly evolving economic conditions, organisations in the industrial sector are facing intense competition. Therefore, it becomes imperative for these organisations to adopt effective marketing strategies in order to secure a competitive advantage. This research aims to study intelligent marketing management strategies in the industrial sector, and subsequently develop a structural equation model. Theoretical framework: Based on the concepts and theories, the approaches for intelligent marketing management, in the industrial sector, are categorised into four components: marketing insights, alliance centric, servitization, and marketing transformation, as illustrated. Design/methodology/approach: The mixed research methodology was employed by starting with qualitative research based on in-depth interviews with nine experts to create tools for quantitative research and conducting a group discussion with 11 experts to find a consensus on the model of this research. Findings: The analysis conducted based on the structural equation model shows that the model meets the goodness of fit criteria with the empirical data, exhibiting a chi-square probability of 0.072, a relative chi-square (normed chi-square) value of 1.128, and a goodness of fit index of 0.954, along with a root mean square error of approximation of 0.016. Research, Practical & Social implications: Intelligent Marketing Management Approach in the Industrial Business Sectorsfor senior citizens are explored in this research. A quantitative study is performed through surveys, using questionnaires which target 500 marketing executives in the industrial sector. Data analysis is performed using descriptive, inferential, and multivariate statistical methods. Originality/value: The research findings highlight the significance of intelligent marketing management strategies in the industrial sector to enhance marketing capabilities and improve overall efficiency. These approaches aim to identify the principles and factors that contribute to successful management practices, ultimately leading to the achievement of organisational goals. In today's highly competitive global economy, implementing intelligent marketing management approaches becomes crucial for businesses to ensure sustainability and secure a competitive advantage.

THE INFLUENCE OF COMPENSATION, MOTIVATION, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT SOHO SUHRAH BAKERY MAKASSAR

Human resources play a crucial role in organizations as they directly impact employee performance and the achievement of organizational goals. Improving employee performance can be achieved through various factors such as compensation, motivation, and work discipline. This research aims to examine the individual and combined effects of compensation, work motivation, and work discipline on employee performance at Soho Suhra Bakery Makassar. The research adopts an associative quantitative method, with a population size of 30 employees. The analysis utilizes multiple linear regression techniques. The results of the T-test indicate that the compensation variable (X1), work motivation (X2), and work discipline (X3) significantly influence employee performance (Y). The t-statistic value for the compensation variable (X1) is 5.559, which is greater than the t-table value of 2.055. Conversely, the t-statistic value for work motivation (X2) is -1.461, which is less than the t-table value of 2.055, and the t-statistic value for work discipline (X3) is 0.443, also less than the t-table value of 2.055. The F-test reveals an F-statistic value of 15.303, which is greater than the F-table value of 2.99, with a significance level of 0.000. This research also demonstrates that compensation variables (X1), work motivation (X2), and work discipline (X3) influence employee performance (Y) at Soho Suhra Bakery Makassar simultaneously.

Kaizen Implementation and Performance of Manufacturing Firms in Nairobi County Kenya

All across the world, firms are experiencing dynamic changes in their environments and this may present challenges. The Kenyan manufacturing sector is key in the development plan as envisioned in Kenya’s vision 2030. To achieve this, the manufacturing sector in Kenya must therefore come up with ways to ensure their sustainability moving forward. The general objective of the study was to establish the effects of Kaizen implementation on operations performance in the case of manufacturing firms in Nairobi, Kenya. Specifically, the study sought to establish the effect of quality circles, teamwork, total productive maintenance systems and personal discipline on the operations performance of manufacturing firms in Nairobi County. The study was guided by the operations management theory, dynamic capabilities theory, the kaizen theory and the balance score card theory. The study used the descriptive research design and targeted 52 manufacturing firms in Nairobi, Kenya. Simple random sampling was used to select 175 respondents from the 52 manufacturing companies were conducted where the unit of observation was the operations manager, human resource managers, finance managers, strategic managers, marketing managers and the sales manager from each of the manufacturing companies. The researcher collected primary data using questionnaires while secondary data from the companies’ financial statements was collected. Content validity was established by subjecting the research instruments thorough scrutiny by the supervisors overseeing the study while Cronbach’s alpha coefficient was used to determine reliability. Descriptive analysis was conducted to establish percentages, means and standard deviation. Further, inferential data analysis techniques that include correlation (Pearson Correlation Momentum) and regression statistics (multiple regression analysis) was used to draw inferences on the relationship between kaizen implementation and operations performance of manufacturing firms in Kenya. The study concluded that quality circles aim to give individual members the opportunity to contribute to problem-solving and have an emphasis on teamwork and collaboration. Teamwork is one of the most important tools when it comes to organizational efficiency as it cultivates effective communication. Total productive maintenance system helps to frame maintenance as a business advantage. Implementing total productive maintenance system enables manufacturers to decrease planned and unplanned downtime from breakdowns, equipment and maintenance cost, defects, and risk of damage or accidents. Discipline ensures individuals maintain silence at workplace and work as a single unit with their team members to achieve organization goals and objectives. The study recommended that the firms should recruit volunteers from different departments as volunteers are more likely to take their role seriously and want to see the group succeed. The management of the firm should build diverse and inclusive teams for effective decision making. The management should aim at reducing worry and stress to allow employees to stay on track with personal and professional goals and prevent them from getting behind or submitting work after the deadline has passed.

The Effect of Management Accounting on Decision-Making at PT. PLN (Persero) UP3 Medan

This study is supposed to determine the effect of management accounting on decision-making at PT. PLN (Persero) UP3 Medan. This type of research is survey research because it takes samples from a population. This study uses an explanatory research approach, which aims to explain the causal relationship between research variables and test hypotheses. The population in this study amounted to 325 employees of PT PLN (Persero) Up3 Medan and the population in this study amounted to 76 people using a simple random sampling technique. Data collection techniques in this study used questionnaires and data analysis techniques using SEM PLS version 4.0. Based on the results of research and discussion, shows that Management Accounting has a positive and significant effect on Decision Making at PT. PLN (Persero) UP3 Medan. It is mean the management accounting applied to PT. PLN (Persero) UP3 Medan is effective in influencing decision-making. Decision-making from the head of the organization affects the implementation of the tasks assigned to subordinates because the decisions taken by a leader are expressed in the form of words and formulated in a regulation, order, instruction, policy, and other forms desired by the leader. Errors in decision-making by leaders such as the preparation of subordinate task implementation guidelines can result in errors in the implementation of employee (subordinate) tasks which in turn can hinder the achievement of organizational goals. This can happen because the guidelines for carrying out the tasks given by the leadership are not clear. The task implementation guidelines are less clear due to the lack of effectiveness of the leadership in decision-making. Keywords: Management accounting, decision making

PENGARUH STRES KERJA, BUDAYA ORGANISASI, KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION GURU SMK RESTUMUNING PEREAN

Turnover intention is the behavior of employees to resign from their jobs in an organization. Turnover intention is a phenomenon that is highly avoided by an organization because a high level of turnover intention can cause an instability in the organization and hamper the achievement of organizational goals. This research aims to examine the partial and simultaneous influences of the variables of work stress, organizational culture, and organizational commitment on the turnover intention of the teachers at the vocational high school (SMK) of Restumuning Perean Tabanan. There are 55 respondents in total. The technique of analysis is multiple linear regression. Based on the partial test results, the work stress has a positive and significant influence toward the turnover intention. The organizational culture has a negative and significant influence toward the turnover intention. The organizational commitment has a negative and significant influence toward the turnover intention. Simultaneously, the work stress, organizational culture and organizational commitment have significant influences toward the turnover intention of the teachers at SMK Restumuning Perean Tabanan.

Theoretical and methodological basis of research organizational culture as a factor of strategy implementation

Culture is the way of organization, identity, and model of its dynamic relations. No management idea, no matter how good, will not work in practice (implementation) if it does not match the culture. An organization can have a great strategy, but the process will continue if its culture is aligned with and supportive. Culture establishes and maintains order, structure, membership criteria, conditions for evaluating effective performance, communication patterns, expectations and priorities, reward and punishment, the nature and use of power, decision-making practices, and management practices. Every successful organization has a core culture that is central to the functioning of the organization, forming the core of how that organization works to achieve success. The leadership culture must be aligned with the organization’s strategy and core leadership practices. A strong, consciously formed organizational culture ensures the achievement of organizational goals in the most effective, humane, and socially acceptable way. It contributes to implementing the organization’s strategy by creating an effective motivational mechanism that would encourage high initiative, effectiveness, and loyalty of its personnel. This allows the organization to receive the so-called management profit. In connection with this, the task of management becomes the creation of conditions for the realization of the individual’s potential, which can be used only in situations of goodwill, mutual understanding, support, and cooperation on the part of colleagues, which allows to reduce many negative factors of the internal environment of the organization in the field of group dynamics, conflict, labor productivity, staff turnover, employee satisfaction. Effective management and control of the degree of compatibility of the organizational culture with the organization’s strategy reduces the risk of inconsistency in the decisions made. In organizations with a weak corporate culture, there is a decrease in the degree of manageability and compatibility of the organizational culture with the company’s strategy. In cases of an increase in the degree of importance of the task of the strategy’s success, the risk becomes unacceptable.

The Influence of Compensation and Work Motivation on Employee Performance through Employee Discipline

Work motivation is the starting point for achieving good employee performance because with good motivation, individuals are internally driven to take action, even without external factors. Therefore, work motivation is crucial in the process of achieving organizational goals. In other words, good motivation will have an impact on good employee performance, which will automatically contribute to the achievement of organizational goals. Work discipline refers to employees' adherence to organizational rules. With this discipline, employees will always strive to carry out their assigned tasks to the best of their ability. Therefore, the importance of employee discipline needs to be considered and improved. With disciplined employees, their performance in carrying out tasks and functions will be positively impacted. Thus, the researcher aims to determine the influence of compensation and work motivation on the dependent variable, which is individual employee performance, through employee discipline at PT. Urchindize, Madura Branch. The research objective is to determine the influence of the independent variables, namely motivation, on the dependent variable, which is employee performance, through employee discipline at PT. Urchindize, Madura Branch. The study sample consists of 80 employees. Path analysis is used for data analysis in this research. Based on the results of the analysis, it is found that compensation, motivation, and employee work discipline significantly influence employee performance, and motivation significantly influences performance through work discipline at PT. Urchindize, Madura Branch.

Organizational Climate and The Achievement of Objectives in a Governmental Tourism Management Institution

Communication is an essential part to achieve the goals of any organization. Thus, nowadays, many organizations are committed to have an appropriate communication flow, being of total obligation to provide their collaborators with the necessary tools for an assertive communication; therefore, if the collaborators perceive that the institution offers them value, they will show great commitment to the achievement of the goals, based on internal communication. The government institution under study, which manages tourism in a region of Peru, presents several problems related to the organizational climate and its factors, such as lack of cooperation, poor relations between employees, conflicts and poor communication, which causes low productivity by the institution. The general objective is to determine the relationship between the organizational climate of the Regional Management of Foreign Trade and Tourism of Lambayeque and the impact on the achievement of the institution's objectives. Its variables seek to know if there is a relationship between organizational climate and the impact on the achievement of goals. Likewise, in relation to the methodology, it was a quantitative study, the method used was inductive and deductive, with a non-experimental design of correlational cross-sectional cut. Its population consisted of 35 workers of the Regional Management of Foreign Trade and Tourism of Lambayeque, and its sample was a census, since it worked with the entire population and had a non-probabilistic sampling, of these correspond to 19 males and 16 females. Likewise, in terms of techniques and instruments, a survey was used, and a questionnaire was used as an instrument for both variables. As the main result, when applying Spearman's Rho, a value of 0.872 was obtained, which indicates that there is a strong and positive relationship between organizational climate and goal fulfillment. In view of the above, it has been concluded that there is a significant relationship between organizational climate and goal achievement.

Business-IT Alignment through Enterprise Architecture in a Strategic Alignment Dimension: A Review

Business-IT Alignment (BITA) refers to the fit between business and IT strategy. BITA is important for realizing the achievement of organizational goals, enhancing performance, and gaining competitive advantage in an organization. BITA is a crucial concern for organizations and remains a top topic from the perspective of business executives. BITA can be realized through Enterprise Architecture (EA), which is a comprehensive and holistic instrument for managing and maintaining BITA. However, despite numerous literature studies on the BITA model or framework through EA, the research is currently more focused on technology planning than strategic planning. Meanwhile, strategic planning is the most crucial challenge of the EA framework because it is the embodiment of BITA in the strategic alignment dimension. The current study aims to conduct a literature review of BITA through EA in the strategic alignment dimension. This literature study resulted in 25 out of 100 papers and classified into five strategic alignments. The review identified 25 relevant papers out of 100 and categorized them into five strategic alignments. The study's contributions include solutions in the form of stages for developing strategic alignment through EA based on business strategy models. The five stages are as follows: 1) Identification of vision, mission, and goals; 2) SWOT-based strategy analysis; 3) BSC-based strategy mapping; 4) BPMN-based business process mapping; and 5) Determination of IS/IT. This study's impact on further research is that it can be used as a basis for developing BITA through EA, based on the five stages identified.

Manajemen Sumber Daya Manusia dalam Lembaga Pendidikan

Education is a source of progress for a nation, because through education the quality of human resources in a nation can be improved. The demand to improve the quality of education in fact requires educational human resources and other human resources in order to work more optimally. Human resource management education has an important role to improve the quality of education, one of which is the development and improvement of the competence of teachers and principals. Human resource management is a human resource development that has the aim of planning, implementing, recruiting, training, and developing careers for employees or employees as well as initiatives in organizational development within an organization or a company. Human resource management is basically a way or method of managing human resources to support the achievement of organizational goals. There are five HR domains that are considered important in the development of human resources in education, namely professionalism, competitive power, functional competence, participatory excellence and cooperation.

What Do We Know About Balanced Scorecard and Its Benefit? A Systematic Literature Review

This study aims to systematize articles on Balanced Scorecard (BSC) and the benefit of its adoption in various organizations and business entities. Using a systematic literature review, this study reviews 60 articles published in international reputable journals between 2003 and 2022. The articles were found using keywords such as ‘balanced scorecard’, ‘BSC’, and ‘BSC implementation’ in the Emerald, Elsevier, Sage Journals, and Scopus databases. The search was restricted by the language and scope of the research. The results show that BSC facilitates the improvement of organization performance, the achievement of organizational goals and vision, the outlining of strategies into action, the measurement of performance, the management of risk and the decision-making process.

THE READINESS OF THE GOVERNMENT INTERNAL SUPERVISORY APPARATUS (APIP) FOR CONTINUOUS AUDITING IMPLEMENTATION

Various countries are transforming in responding to the Industrial 4.0 Era, where technology plays an important role in various activities. The government sector is also not spared from this phenomenon and responds to industrial developments by transforming business processes that were previously manual to computerized through e-government. As the government's internal supervisor, the Government Internal Supervisory Apparatus (APIP) needs to transform into utilizing technology and increase capabilities in the technology field in providing relevant added value through improving government performance to increase public trust. The use of technology by APIP is currently being developed towards continuous auditing to provide early warning of problems that can hinder the achievement of organizational goals. This study aims to review the readiness of APIP in response to Continuous Auditing implementation. This study uses primary data through a survey of respondents from Indonesia's National Government Internal Auditor (BPKP) and the Inspectorate General of the Ministry of Finance with a total sample of 32 respondents. Research data analysis was carried out using descriptive statistics. This research concludes that most APIPs are ready to implement CA, although some APIPs still have problems preparing them.

NIGERIA'S BANKING SECTOR REFORMS AND COMMERCIAL BANKS' PERFORMANCE: A SIMPLE TEST OF THE MODIFIED PANTULA PRINCIPLE

This study examined the achievement of organizational goals by deposit money banks following the period of banking sector reform. Annual time series data from the banking industry and the Nigerian economy for the period 1990 to 2020 were used to implement a simplified version of the modified Pantula Principle (an improved cointegrating technique). Three sets of reforms and bank performance measures, including bank-specific, industry-specific, and macroeconomic indicators, were identified and adopted. The empirical findings obtained from our analysis revealed that there are no long-run connections between selected performance measures and some bank-specific, industry-specific, and macroeconomic variables, implying that the reforms had no long-term impact on the statutory achievement of the banks' goals in Nigeria during and beyond the era.
 Keywords: Pantula Principle; Banking Sector Reforms; Banks' Performance; Nigeria.
 JEL Classification : C18,G21,G28