سید مرتضی علی دہلوی
اسی مہینہ دارالمصنفین کے ایک پرانے مخلص سید مرتضی علی صاحب دہلوی نے انتقال کیا، وہ کوئی مشہور آدمی نہ تھے، مگر اپنے اوصاف کے لحاظ سے بڑے انسان تھے، دہلی کے ایک قدیم اور اونچے خاندان سے تعلق رکھتے تھے، نواب علی حسن خاں مرحوم کے داماد تھے، دارالمصنفین کے بڑے ہمدرد ہواخواہ اور اس کی مجلس انتظامیہ کے رکن تھے، وہ جدید تعلیم یافتہ تھے، ابھی تھوڑے دن ہوئے مرکزی حکومت کے ایک بڑے عہدے سے ریٹائر ہوئے تھے لیکن بڑے دیندار اور اخلاق و شرافت کا مجسم پیکر تھے، جامع مسجد کے قریب ہی مکان تھا، اکثر نمازیں جامع مسجد میں ادا کرتے تھے، بڑے مخیر خلیق اور مہمان نواز تھے، ان کا گھر مستقل کارواں سرا تھا، بعض بعض مہمان مہینوں بلکہ برسوں مقیم رہتے تھے اور وہ بڑی خندہ پیشانی سے میزبانی کے فرائض انجام دیتے تھے، قومی و ملی اداروں اور اس کے کارکنوں سے خاص تعلق رکھتے تھے، دارالمصنفین سے ان کو بڑا مخلصانہ تعلق تھا، ہر وقت اس کی خدمت کے لیے کمربستہ رہتے تھے، غرض وہ اپنے اخلاق و سیرت میں قدیم تہذیب شرافت کا نمونہ تھے، اﷲ تعالیٰ ان کی نیکیوں کے طفیل میں ان کی مغفرت فرمائے۔ (شاہ معین الدین ندوی، جولائی ۱۹۵۶ء)
In Pakistan, the financial issues of married working women are rarely discussed. There is an absence of literature on the subject. Nevertheless, the social sciences literature has been debating financial aspect of gender, either from the perspective of employer or employee; ignoring the working women’s reservations regarding their financial contribution in their marital life, particularly with reference to spouse and in-laws expectations. This issue becomes more acute when it comes to patriarchal conservative developing societies. This study is a delicate attempt to understand the magnitude of financial support of Pakistani married working women for spouse and in-laws, in the city of Lahore. In routine, the husband as well as the in-laws expect that a working wife should surrender her income, in entirety or partially towards the household budget, thus taking the financial responsibility of her spouse along with his extended family. Such financial misgivings create tensions and pressure for the already burdened woman having a disadvantaged status. In certain cases, the contribution is by free will of the wife, as well. This research will make an attempt through a survey with 50 married working women of different social classes, residing in Lahore. The purpose is to understand the rationale of approval or disapproval of this practice. Refusal for cooperation often create problems for the earning woman, even at the risk of separation or divorce, or at the least, tensions in the married life. At the end, the study will debate over possible adjustments and compromises, which could reduce tense situation for the married working woman, and at the same time maintaining her financial independence.
This study examines union commitment as an outcome of negative workplace events. An integrated framework consisting cronyism as an event at workplace was developed using theoretical underpinning of AET. AET describes how events happening at workplace can elicit a ect. The basic postulation of AET lies in characteristics of the work environment which contributes in the occurrence of the event. For that purpose the unique context of public sector organizations in Pakistan was used to study the dynamics of union commitment. The model explains the linkage between internal in uences and reactions to incidents. The internal in uences are the cognitions and emotions involved. The purpose of study was to understand the psychological mechanism of union commitment through discrete cycle of event and emotions. It explores the causes that a ect the formation of union among employees. The data were collected from employees working in public sector organizations throughout Pakistan. These organizations have recognized active employee unions. Data were collected in 6 time lags. Thenal analyses show results of 415 respondents. Results indicate that existence of cronyism triggers employees interest in unionization. The moderating role of narcissism between organizational cronyism and hatred could not be established. Hatred also proved to be a predictor of breach of psychological contract. The role of breach of psychological contract as mediator between hatred and pro-union commitment was also established. Moreover, contrary to the belief union commitment did not prove to be a predictor of union participation. This study developed a deeper understanding of union commitment in relation to discrete negative emotions. It has given an insight into how political intolerance in the form of cronyism in a unionized context of public sector organizations can lead to formation of attitudes and behaviors.The multiple manifestation of cronyistic relationships can alert managers and employees equally, managers should be discouraged to minimize on such foundations.Over all, the development and testing of incorporation of AET into the union commitment framework helped to explain how, and under what circumstances, employees cognitions about cronyism may lead to union commitment through the emotional reaction of negative a ectivity.