انسانی دودھ کے بینک: تعارفی و فقہی جائزہ

Human Milk banks have been established in many parts of the world. The main purpose of these banks is to save the babies’ lives and to ensure that the newborn babies’ rights to breast milk are fulfilled. Especially for the infants whose Mothers could not feed them due to illness, lack of milk or lack of time. The problem is that milk bank practices in the Western countries contradict with the Islamic law whereby it may result in the possibility of overlapping of the progeny (nasab) and selling the organ of human, etc. The Muslim countries have been not participating in these milk sharing activities because of these religious issues. However, due to a critical need of breast milk in hospitals, this article addresses these issues and the different opinions of Islamic scholars and suggests ways to formulate a proper model of milk bank that is compatible with the Islamic law and to avoid further problems of nasab. This study has two main objectives: firstly, to introduce Milk Bank, causes of its’ existence, method of collection and storage the milk, the benefits of breastfeeding and the unpleasant effects of Milk Banks. Secondly, to review some authoritative legal scholars’ opinions on the issue of milk bank and to recommend a proposal on how to develop a milk bank in accordance with the Islamic law. The study is expected to be able to recognize the issues of Milk Bank, to make the people become aware of its side effects and religious problem.

Role of Perceived Organizational Justice in Organizational Commitment: Evidences from Kpk Universities

The research study aims to investigate the role of employee’s perceptions as they perceive with regard to organizational justice and its effect on the commitment among employees of Public & Private sector Universities of Khyber Pakhtunkhwa. The research investigation focused on the relationship between the five dimensions of organizational justice over the three dimensions of organizational commitment. The population of the study includes faculty and non-faculty employees.The determined sample size of 1,090 employees is further derived on proportionate sampling method for each university. The questionnaires were self-administered employing convenience sampling technique. The questionnaire for Organizational justice was adapted from Price & Mueller (1986) while commitment was measured by using Meyer and Allen (1997) model comprising of three components; affective, continuance and normative commitment. Inferential statistics including; factor analysis, correlation and multiple regressions and paired t test were employed. The findings of the study revealed that all the five dimensions of organizational justice (distributive, procedural, interactional, informational and interpersonal) have a significant impact over the commitment amongst the employees of the target population. However, human resource practices (training and development, involvement and socialization) proved as significant moderators for the relationship between employee’s job commitment and organizational justice. The perceptions about the organizational justices and the employees’ commitment of public sector universities employees were positive in comparison to the private sector employees. The study therefore, recommends that the universities should enhance their organizational justice, so that they can easily reap the positive output from their highly committed employees.