Constitutional Provisions for the Rights of Non-Muslim Minorities in Pakistan

Pakistan is a Muslim country and got freedom from British Government, on August 14, 1947. It was separated from India on the basis of Islamic ideology. Though majority of population was Muslims but there was sufficient number (5%) of non Muslims, such as Hindus, Christians, Sikhs, Calashes’, Baha’is, Zikaria’s, and Parsis etc.  The presence of non Muslims in Pakistan was a great challenge to safe guard their rights in the constitution of Pakistan to maintain the communal harmony in the country. This paper focuses on the provisions of non-Muslim rights in the constitution of Pakistan. It discusses the constitutional provision for the rights of non Muslims. Such as personal law, freedom to religion, safe guard against special taxes, non discrimination in respect of access to public places, discrimination in services, preservation of language script and culture, promotion of social justice and predication of social evils, right to vote,   reservation of seats in National assembly and to run and manage their religious institutions. This paper also suggests some recommendations for the solution of contemporary non Muslim minorities, problems in Pakistan and also achievement of Ministry of non Muslim Minorities Affairs, 2008 to 2010 in Pakistan.

The Mediating Effects of Employees’ Career Issues on the Relationships Between Organizational Learning Culture and Employees’ Perceived Job Performance

Organizational learning culture, career issues and perceived job performance have widely entangled the attention of researchers because of its academic and practical implications. The subject area has extensively been investigated, yet it still has vast potential for further research. Previous researches have studied these variables in bits and pieces. The current study consolidates these variables into one model and puts the model for validation with the empirical evidence from colleges’ teaching staff in Malakand Division. The study used a sample of 395 faculty members collected from colleges in the Malakand Division through stratified random sampling technique. The hypothesized model of the current research is an interdependence model that is why this model is evaluated through Confirmatory Factor Analysis using Structural Equation Modeling (SEM). Path diagrams have been drawn through AMOS. Findings of the current research, in major, validated the hypothesised model which have theoretical basis in the findings of the previous research regarding organizational learning culture, employees’ career issues and their positive impact on employees’ perceived job performance. These results have significant implications; including enabling researchers to enhance their understanding of these relationships as well as help policy makers to critically look into such relationships when formulating policies that affect employees’ performance. Academically, these findings enrich the existing body of knowledge on organizational learning culture and its impact via other HR interventions in the developing countries like Pakistan. Future research studies should explore other antecedents like organizational citizenship behaviour, organizational justice and organizational politics to have a more in-depth approach in the field. Some may replicate this study in other settings as well as in some other developing countries.