الحاج مولوی عین الحق اعظمیؒ
افسوس ہے کہ ۹؍ اگست کو الحاج مولوی عین الحق اعظمی کانپور میں رحلت فرماگئے، اناﷲ وانا الیہ راجعون۔ وہ ۱۵؍ فروری ۱۹۱۳ء کو اعظم گڑھ کے ایک گاؤں میں جواب ضلع مؤ میں ہے پیدا ہوئے ابتدائی تعلیم گھر پر ہوئی مولوی کرنے کے بعد انٹرنس پاس کیا اور ۱۹۳۴ء سے اعظم گڑھ میں چمڑے کی تجارت شروع کی جس میں اﷲ نے برکت دی مگر ان کی حوصلہ مند طبیعت اس پر قانع نہیں ہوئی اور ۱۹۵۹ء سے کانپور بھی ان کی جولانیوں کا مرکز ہوگیا، یہاں جاجمؤ میں انھوں نے نیولائٹ ٹینری کی داغ بیل ڈالی اور جب کاروبار میں زیادہ وسعت و ترقی ہوئی تو ۱۹۶۷ء میں یہیں توطن اختیار کرلیا، اب یہ کاروبار اتنا بڑھ گیا ہے کہ ان کے پانچ بیٹے شب و روز اسی میں لگے رہتے ہیں۔
علم و تعلیم سے ان کو بڑا شغف تھا، اکثر دینی مدارس کی مالی امداد کرتے تھے خود مدرستہ الاسلام کے نام سے اپنے گاؤں میں ایک مدرسہ قایم کیا، جس کے سالانہ جلسوں میں مولانا امین احسن اصلاحی اور دوسرے مشاہیر شریک ہوتے تھے، جاجمؤ میں انھوں نے لڑکیوں کی تعلیم کے لیے جامعۃ الزہرا قائم کیا۔
دارالمصنفین کے علاوہ اعظم گڑھ میں علامہ شبلیؒ کی یاد گاریں مدرستہ الاصلاح سرائمیراور شبلی کالج بھی ہیں،تینوں اداروں اور ان کے ذمہ داروں سے حاجی صاحب مرحوم کے روابط تھے، دارالمصنفین میں ان کی آمد و رفت ۱۹۳۵ء سے شروع ہوگئی تھی انھوں نے اس کی فصل بہار دیکھی تھی، علامہ سلیمان ندویؒ اور مولانا عبدالسلام ندویؒ کی مجلس علم و ادب میں بھی وہ باریاب رہ چکے ہیں، کانپور میں مستقل سکونت اختیار کرنے کے بعد بھی جب وہ اعظم گڑھ آتے تو یہیں قیام کرتے مجھ پر ان کا خاص لطف و کرم رہتا، جب...
This research is entitled Analysis Leverage, Good Corporate Governance (GCG), and Profit Quality on Earnings Quality in Companies listed on the Indonesia Stock Exchange (IDX) and indexed by the Jakarta Islamic Index (JII). This research was conducted because the previous research was mostly conducted on companies listed on the Indonesia Stock Exchange, while only a few were conducted on companies indexed by the Jakarta Islamic Index so that research was very open, by adding variables namely profit quality and earnings quality. The purpose of this study was to determine the direct effect on earnings quality in companies indexed by the Jakarta Islamic Index.The population of this study are companies listed and indexed by the Jakarta Islamic Index on the Indonesia Stock Exchange, while the samples used are financial reports for 2018-2020. The sampling method was carried out using purposive sampling method. The number of samples obtained was 90 company data listed on the Indonesia Stock Exchange and indexed by the Jakarta Islamic Index (30 companies and an observation period of 3 years, namely 2018-2020). The data analysis method used by the author is multiple linear regression analysis method both partially and simultaneously using SPSS 23. The results showed that partially leverage has a significant effect on earnings quality, good corporate governance has a significant effect on earnings quality and earnings quality has a significant effect on earnings quality, while simultaneously showing that leverage, good corporate governance, and earnings quality have a significant effect on earnings quality.
From the last 3 decades, empirical evidence on employee empowerment and organizational justice perception and their influence on employee work related outcomes such as productive, performance, trust, motivation, organizational citizenship behavior, turnover intensions, organizational commitment prove its significance for management researchers and business organizations alike. However, limited research is devoted on whether or not justice perception can influence the relationship between employee empowerment and organizational commitment of the employees working in banking industry of Pakistan. Hence, this study was conducted to explore the relationship between employee empowerment and organizational justice and the moderating affect of organizational justice on this relationship. For the current study, data was collected from 300 employees serving in public and private banks of Pakistan. Simple linear regression analysis was employed to evaluate the relationship between empowerment and organizational commitment, further, hierarchical multiple regression analysis was used to test the moderating affect of all dimension of organizational justice i.e distributive justice, procedural justice and interactional justice on the relationship between employee empowerment and organizational commitment. The result of the regression analysis showed significant positive relationship between empowerment and organizational commitment, and highlights that management practice to empower their employees by providing authority and autonomy would results in enhanced level of employee commitment towards their respective bank. In addition, the evidence that has been concluded from the research findings, firstly indicates that when employees are empowered their commitment and tendency to remain loyal to the organization will also increase. Secondly, when employees of the banks perceives that their input is equal to their output, they are appropriately rewarded for their contribution and they are treated with respect and dignity, such perception results in beneficial behavior of employee towards the bank they worked for and ultimately enhance their level of commitment, absence of fair standards and organization policies would result in negative behavior of employee towards the respective bank. It is clear from the research that all the dimension of empowerment and organizational justice collectively has close association and influencing effect on employees working in banking industry. Besides, perception of distributive justice has been found an important justice dimension that has significant influencing effect when interaction of employee empowerment and organizational justice is under question due to its moderating effects on the positive relationship between employee empowerment and organizational commitment. Based on the research findings, this study has drawn some conclusions, firstly, when employees working in banks feels that their task is meaningful their level of commitment enhanced. Secondly, when employees have been give the right to take decisions in their daily routine work and they are equipped with necessary tools and techniques to perform their job effectively, their commitment escalate towards the bank they work for. Thirdly, when management of the banks engender fair and just procedures and create an environment where employees perceives that they are treated in just manner and the rewards they are getting are equal and balanced with their peers , their level of organizational commitment enhances