This study aimed to examine the impact of organizational flexibility on improving institutional performance in Iraqi business organizations by testing the relationship between the dimensions of organizational flexibility (structural, human resource, operational, and strategic flexibility) and institutional performance. The study adopted a descriptive–analytical approach, and data were collected from a sample of 150 administrative employees equally distributed across three sectors: industrial, service, and banking. A five-point Likert scale questionnaire was used as the main data collection instrument. The results indicated that both organizational flexibility and institutional performance were at a moderate level, with strategic flexibility ranking highest. A relatively strong positive correlation was found between organizational flexibility and institutional performance (r = 0.69). Regression analysis further revealed that organizational flexibility explains 54% of the variance in institutional performance, with strategic flexibility being the strongest predictor, followed by human resource flexibility. The study concludes that enhancing organizational flexibility represents an effective approach to improving institutional performance and recommends adopting flexible managerial policies, developing human capabilities, updating strategies, and digitalizing organizational processes.

Education mismatch-where there's a gap between what someone studied and what their job actually requires-has become a real concern in today's labor markets. This is especially true in the public sector. This literature review brings together existing research on education mismatch and what it means for how employees perform, with a particular focus on contract-based government workers like Indonesia's Pegawai Pemerintah dengan Perjanjian Kerja (PPPK). We look at three main types of mismatch: vertical mismatch (being overeducated or undereducated for your position), horizontal mismatch (working outside your field of study) and how these affect employee performance. What we found is that education mismatch does impact productivity, job satisfaction, turnover intentions and overall work performance-though how much and in what direction varies quite a bit depending on the context. Interestingly, the public sector has some unique features that seem to change how education mismatch affects performance. This review identifies the theoretical frameworks that help explain education mismatch, documents what research has found about performance impacts and suggests where future research should head-particularly for contract-based public employment systems. Our findings suggest that while education mismatch creates challenges for both employees and organizations, smart human resource management strategies can help reduce the negative effects and even make the most of mismatched workers' skills.

Corporate governance is a broad term in a business environment. Corporate governance deals with mechanism by which stakeholder of a corporation exercise control our corporate insides management such that their interests are protected. In a company the separation of ownership and management is the distinct division between the company owners and the professional managers who run its day-to-day operations and make key decisions. This structure promotes professional management sustainability and efficiently by allowing specialists to run the business while the owner focuses on investing. However, it can lead to agency problems where managers internally diverge from those of stakeholders creating a need for corporate governance mechanisms like broad oversight and performance base compensation to align their goal. In this paper we will study the concept ,4Ps principles of corporate governance along with its significance from viewpoint of India. Then then we will discuss various issues and challenges related to corporate governance.

This study aims to analyze the relationship between financial inclusion and economic stability in Najaf Governorate, based on actual financial data collected from the branches of Ashur International Bank during the period 2020-2024. The study employed a descriptive analytical approach to examine the impact of financial inclusion indicators (number of bank accounts, electronic payment tools, bank loans) on economic stability indicators (unemployment rates, local liquidity, growth of small enterprises). Pearson correlation analysis showed very strong relationships between financial inclusion and economic stability indicators. Regression analysis revealed positive trends, although statistical significance was limited due to the short time frame. The study concluded that enhancing financial inclusion can effectively stimulate local economic growth, reduce unemployment, and improve the business environment. The study recommends adopting banking policies that promote financial inclusion, strengthening digital infrastructure, and increasing financial literacy among unbanked populations.

This study aims to investigate the impact of organizational culture on the quality and effectiveness of administrative decision-making at the Health Directorate of Holy Karbala Governorate during the period from 2021 to 2023. The research adopted a descriptive-analytical approach, analyzing official documents, performance reports, and administrative meeting minutes. Results revealed a strong positive correlation between organizational culture dimensions such as consultation, transparency, employee participation, and team spirit with decision-making effectiveness. The findings also showed significant improvements in decision-making speed and quality, leading to higher administrative satisfaction and reduced need for decision amendments. The study highlights the importance of fostering organizational culture as a key factor to enhance administrative performance and decision quality in governmental health institutions.

Globalization has intensified the complexity and vulnerability of supply chains, exposing many nations to risks such as geopolitical tensions, pandemics and natural disasters. Therefore, economic stability and sustainable development depend heavily on effective Supply Chain Risk Management (SCRM), especially for countries like Vietnam, a rising manufacturing powerhouse and Singapore, a global logistics hub. Due to their limited resources and reliance on international markets, Small and Medium-Sized Enterprises (SMEs), which are the backbone of both economies, face numerous difficulties. This research aims to propose policy recommendations for Vietnam’s SCRM framework by analyzing the legal frameworks and policies in Singapore and Vietnam, with a view to enhancing supply chain resilience. This is achieved through a comparative analysis of Singapore’s advanced SCRM system with Vietnam's emerging framework. The study examines the impacts of SCRM policies from 2014 to 2024, a 10-year period capturing key reforms and disruptions, including the COVID-19 pandemic. Policy frameworks governing SCRM in Singapore and Vietnam are analyzed. Singapore’s mature framework serves as a benchmark for Vietnam, which shares regional economic ties and faces similar SME vulnerabilities, making the comparison relevant for policy reform. This research clarifies SCRM policies in Singapore and Vietnam, comparing their regulatory frameworks, technological adoption and SME support. The study identifies best practices from Singapore to propose actionable recommendations for strengthening Vietnam’s SCRM framework, enhancing resilience for authorities and enabling SMEs to thrive in global supply chains.