قیام امن کے لئےخواجہ عبید اللہ ملتانی کے صوفیانہ اسلوب تبلیغ کی عصری معنویت: تجزیاتی مطالعہ

Khawājah Obāidullah Multānī’s Mystical Pattern of Preaching in Establishing Peace and Harmony and Its Contemporary Meaningfulness: An Analytical Study A Sufi, literally practically in denotation and connotation is such a figure whose heart is naturally and habitually free of pollution of pride, prejudice, sectarianism, ethnicity, linguicism, and hatred for animate and inanimate things on any ground. This purity of sentiments and sanctity of thoughts of Sufis of Islam have always influenced not only the morality of the Muslims but also attracted the people of anti-Islamic faiths. Human history in general and Islamic history, in particular, is replete with such instances as prove that where logistics and warring tactics of the Muslims failed to produce any positive and healthy effects, these were the unseen swords of Sufis' unmatched conduct and exceedingly supreme love for humanity which bore results of ever-lasting magnitude. Due to the safe and unbiased style of the preaching of Sufis of Islam, foes became friends, twisted pathways became straight high ways of peace and prosperity, the grieved became happy, the downtrodden became the champions and the rejected ones became the accepted ones. Sufis have always been the torchlight and beacon-house equally for the believers and the non-believers. Sufis’ preaching style has been the epitome of the style of Prophet of Islam.

High Involvement Human Resource Practices As Antecedents of Innovative Work Behavior in Software Companies of Pakistan: An Ability-Motivation-Opportunity Framework Perspective

This study analyzed the impact of high involvement Human Resource practices on IWB of employees working in software companies of Pakistan in the context of the AMO Framework. Ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices were taken as independent variables. Drawing on the social cognitive and exchange theories the mediating role of psychological empowerment (PsyEmp) and the moderating role of the supportive work environment were also examined. Data was collected randomly from 538 employees and their supervisors working in software development and R&D departments of software companies in Pakistan. Structural Equation Modeling was employed to estimate the research model by using SmartPLS Version 3.0. The results showed that PsyEmp mediates the impact of only two group of HR practices, i.e., ability and opportunity enhancing HR practices and IWB. Individually, coworker support is a significant while management support is an insignificant direct predictor of IWB. The results contributes to the AMO theory of HRM and Social Cognitive theory by examining the indirect conditional effect of three groups of HR management practices on the IWB at different levels of coworker support and management support, which were neglected by previous researches. Future studies may consider cross industry longitudinal design after inclusion of personality related variables to see their moderating effect on the relationships. Managers should develop a psychological contract between the organization and employees through the alignment of the HR practices with the strategic goals. They should also consider balance between participatory management and productive competition between coworkers to capitalize on the strength of management and coworker support, respectively.