علامہ اقبال اوردیگر ادبی مشاہیر کی شاعری میں نعتیہ عناصر
نعت گوئی اساسی طور پر مدحت ہے۔مدحت کی روایت دنیا کے ہر قدیم ادب میں موجود ہے۔نعتِ رسولﷺ حضرت محمدﷺ کی مدحت ہے جو دنیا کی ہر بڑی زبان میں کہی گئی ہے۔سیرت طیبہ ﷺ پر جس کثرت اور تنوع کے ساتھ اردو زبان میں لکھا گیا ہے اس کی مثال کسی اور زبان میں مشکل سے ہی ملے گی ۔اردو زبان وادب میں نعت گوئی کی روایت ایک بلند مقام و مرتبہ رکھتی ہے۔اردو کے ہر بڑے شاعر نے نعت گوئی میں اپنے جوہر دکھا کر عشق مصطفیٰ ﷺ سے اپنے ایمان کو منور کیا ہے۔ہندوستان کے بڑے بڑے اردو دبستانوں کے ساتھ ساتھ چھوٹے خطوں میں بھی نعتیہ شاعری کی روایت کا اپنا مقام ہے۔چھوٹے خطوں میں بھی اردو ادب کے بڑے بڑے مشاہیر پیدا ہوئے اور نعتیہ شاعری میں اہم کردار ادا کیا۔ان خطوں میں سیالکوٹ ایک اہم خطہ ہے ۔زیر نظر ریسرچ آرٹیکل میں خطہ سیالکوٹ کے اہم نعت گو شعرا کی نعتیہ شاعری کا تحقیقی و تنقیدی جائزہ پیش کیا گیا ہے۔
علامہ محمد اقبالؒ رسول کریم ﷺکی ذات سے ذہنی و قلبی وابستگی اور نعت نگاری میں معنویت و اثرانگیزی کے اعتبار سے دوسرے نعت گو شعرا سےمنفرد دکھائی دیتے ہیں۔کلامِ اقبال کا بہت بڑا حصہ نعتیہ مفاہیم کا حامل ہے۔اقبالؒ بظاہر روایتی نعت گو شاعر نہیں ہیں البتہ ان کا شعری ادب فکری و ذہنی تاثیر کے لحاظ سے بذاتِ خود نعت رسولﷺ ہے۔اقبالؒ سیرتِ طیبہ کا غائر مطالعہ کرنے کے بعد اس نتیجے پر پہنچے تھے کہ حضورﷺ کی ذاتِ گرامی تمام کمالاتِ ظاہر و باطن اور حقیقت و مجاز کی جامع ہے۔اقبال ؒ اپنے اشعار کے ذریعے باور کراتے ہیں کہ اگر تم ذات مصطفیٰ ﷺ تک رسائی حاصل نہ کرسکے تو سمجھ لینا کہ تم دین سے...
The aim of this conceptual paper is throw light on Islamic principles for effective human resource management. A qualitative approach was applied. The extensive review of existing literature shows that Islamic principles of HRM gives due importance to manager-employee relationship which is beneficial for achieving organizational objectives. Some important and significant principles of Islamic human resource management are trust, sincerity, justice, consultation, equality, division of labour, delegation of authority and remuneration or payment of employees. Islamic management is based on mutual trust between managers and subordinates. Manager and worker should be sincere to organization. Selection and recruitment is based on merit. Justice is the most salient and important characteristics of Islamic management. Islam stresses on mutual consultation in order to resolve existing problem in the organization. Islamic principles of management are expected to benefit the organization, the employer and the employee. The study will contribute information and knowledge to the existing literature on Islamic human resource management. This study will highlight the scope and application of Islamic principles of HRM in developing effective management system.
This research study examines the association between psychological entitlement and employee negative behavioral outcomes i.e. knowledge hiding behavior and instigated incivility accompanied by mediating role of abusive supervision perceptions. Furthermore, the intervening effect of job stress between psychological entitlement and instigated incivility is also analyzed. Apart from testing these underlying mechanisms, this study elaborates the moderating impact of hostile attribution bias on the association between psychological entitlement and abusive supervision perceptions. The buffering influence of rumination on the linkage between abusive supervision perceptions and two behavioral outcomes i.e. knowledge hiding behavior and instigated incivility is also analyzed. In addition, this research highlights that whether the sense of job calling moderates the positive impact of job stress on instigated incivility or not. Current study follows a sequential explanatory mixed method design where the first phase is quantitative in nature and the second phase is qualitative. In the quantitative phase of the study, data were gathered from 513 respondents in three time lags. Moreover, stratified random sampling technique was used for the stratification of the service sector followed by convenient sampling for data collection from the sample. In order to further explain and validate the quantitative results, unstructured one to one interviews from eight participants using the maximum variation sampling technique were conducted. Ten themes with corresponding subthemes were emerged in the qualitative phase. Integrated analysis of both phases was conducted at the end in the form of elaborate discussion. The quantitative results revealed that psychological entitlement is positively and significantly associated with knowledge hiding behavior and instigated incivility of employees. Furthermore, the mediating impact of abusive supervision perceptions and job stress were found significant. Moreover, the moderating impact of hostile attribution bias and job calling were also proved. However, the boundary level effect of rumination on the association between abusive supervision perceptions and knowledge hiding behavior and between abusive supervision perceptions and instigated incivility was found insignificant. The results of all the hypothesized relationships were further elaborated in the light of qualitative findings. The themes generated as a result of thematic analysis explained significant and insignificant findings of the quantitative phase. This research study also unfolded certain theoretical implications, practical implications and future research directions.