Payment of Zakat to Non-Muslims in the Light of Islamic Shariah

This study revisited the literature to find answer to an important question that whether Zakat could or could not be paid to the non Muslims? There are different arguments in favor of giving the Zakat to the needy Dhimmies (non Muslims) in an Islamic State.  After reviewing Islamic teachings, laid down in holy Quran and Sunnah, the practices of pious Caliphs, in the Islamic History, views of different Islamic schools of thought and the opinion of modern Islamic jurists, the study found that Quran and Sunnah allowed the payment of zakat to the Al-Muallaf-al-Qulub (poor non-Muslims and those, whose hearts are to be inclined). However, there are differences in the opinion of various Islamic schools of thought. For example, according to Maliki and Zaidi schools of jurisprudence it is lawful to give Zakat to the non-Muslims, where as Shyafee school of thought hold opposite opinion and does not allow the payment of Zakat to the non-Muslims. The modern Islamic jurists Muhammad Shaltut, Mustafa Al-Zarka, Taha Jabir, Syed Abual Aa la Maududi, Imam Khumany of Shia School of thought etc, argue that since modern states have become welfare states, it is therefore allowed to use zakat for the well-being of citizens including the non-Muslims. The recommendations given in this study are multidimensional that we will not only help the poor non-Muslims but also complement to eradicate poverty and reduce income inequality in Muslim countries

Relationship Between Workplace Mistreatment and On-Job Behavior Psychological Capital As Moderator

Workplace mistreatment is a workplace stressor which has adverse effect on work outcomes. Due to its inimical consequences, an ample of research has been conducted during last few years to cope mistreatment at workplace. This study investigates the moderating role of psychological capital on the relationship between workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) and on-job behaviors (job performance, organizational citizenship behavior towards organization, organizational citizenship behavior towards individuals and counterproductive work behavior towards organization, counterproductive behavior towards individuals). Multisource data was collected through questionnaires from faculty members serving in universities in Pakistan. The data for independent variables i.e. workplace mistreatment and moderating variable i.e. psychological capital was collected from 408 faculty members in first step, the data for on-job behaviors (job performance, organizational citizenship behavior towards organization, organization citizenship behavior towards individuals) was collected from their supervisors and data for (counterproductive work behavior towards organization, counterproductive behavior towards individuals) was collected from their peers. The results of the study revealed that workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) has significant relationship with and job performance, organizational citizenship behavior towards organization, organizational citizenship behavior towards individuals. The results also revealed that psychological capital moderates the relationship between workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) and job performance, organizational citizenship xvi behavior towards organization, organizational citizenship behavior towards individuals. However, in case of counterproductive work behavior towards organization, counterproductive behavior towards individuals, diverse results are revealed. Guidelines and recommendations are provided to Higher Education Commission, Pakistan and university management to tackle workplace mistreatment in the universities in Pakistan. Future research directions are discussed