اسلام میں عورت کے حق طلاق کی حیثیت ایک تحقیقی جائزہ

Of the several factors that justify the greatness of Islamic Culture and survived the test of time, one is the pride of place ascribed to woman in human society. Since the dawn of Islamic civilization, woman has been respected and cored and her rights have been protected and, thus, womanfolk has been made a purposeful existence. However, Islam, being a religion of nature, does not bring woman on the line of equality with man as the Islam is the religion of justice; not that of equality. The Holy Quran has very apparently determined the rights and duties of man and woman and these all are based on natural facts and laws as well. In the contemporary times, progressive as well as west-inspired circles of our society have put numerous objections on the issue of divorce. They opine that by giving man right to divorce, woman has been deprived of equal status; hence this one-sided right has not only disturbed the family life, but put woman at an interior place. This point of view does not testify to the very facts of Islamic practices in connection with the institution of divorce. In order to understand the historical background of the institution of divorce, laws and practices in vogue in two major religions of the world-Judaism and Christianity, are discussed in a brief manner. Besides, various reforms, from time and again, introduced in divorce in west are also touched upon in nutshell. However, major portion of this article focuses on Islamic teachings regarding divorce and its implications. Therefore, this research article attempts to highlight the various aspects of divorce in the light of Islamicteachings in a comprehensive manner so as to remove the doubts of so-called west-oriented circles of our society.

Linking Learning Organization Practices With Employee Performance

The study primarily explored the impact of Learning Organization’s Practices (LOPs) on Employee Performance (EP) by examining the mediating roles of Employee Engagement (EE) and Employee Development (ED) in Pakistan’s Telecommunication Sector Organizations (PTSOs). It also examined the moderating role of Performance Appraisal Justice (PAJ) between the relationships of LOPs and EE and LOPs and ED in PTSOs. The study addressed the four research questions on PTSOs, covering; the impact of LOPs upon EP, impact of LOP’s on EP mediated through the path of ED and EE, Performance Appraisal Justice moderating the relationship between LOPs and Employee Engagement, and Performance Appraisal Justice moderating the relationship between LOPs and Employee Development. The hypotheses of the study included the significant impact of Learning Organization Practices on Employee Performance, Employee Engagement, and Employee Development. They also included the significant impact of Employee Engagement on Employee Performance, the significant impact of Employee Development on Employee Performance, the Relationship between LOPs and Employee Performance mediated through Employee Development and Employee Engagement, Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Engagement, and Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Development. VIIIThe study used quantitative approach using self-administered questionnaires. The questionnaire was built on the eight existing standardized questionnaires taken from; DLOQ, Marsick and Watkins (2003), CIPD (2006), Oreg and Nov (2008), Pinchuk (2010), Medlin and Green (2009), Muhammed (2006) and Gupta and Kumar (2013). Eight demographic questions have also been included in the second section of the study questionnaire. Instruments of the study were validated by factor analysis. The study included the data collected from 1228 respondents in PTSOs. All the relationships were tested using correlation and Structure Equation Modeling (SEM). The SEM indicated multiple confirmations like; LOPs had a strong impact on EP and on EE (Fig 7), LOPs did have a strong impact on ED, EE had an impact on EP, ED had a strong impact on EP. All of these indicated a significant path coefficient. Results also confirmed that Employee Engagement and Employee Development mediated the relationship between Learning Organization Practices and Employee Performance. Results drawn from SEM using the extracted significant path coefficient confirmed that the relationship between LOPs and Employee Performance was also mediated by both EE and ED together. Finally the moderation results extracted from SEM indicated that PAJ moderated the relationships between LOPs and EE, and LOPs and ED. The study divulged a new track for the researchers and practitioners of LOs. The sequence of measures have to be taken into consideration by the LOs, revealed from the current study i.e. 1) the provision of LOs first have to be ensured in the organizations to LOs in the right manner, 2) looking at the impact IXof LOPs upon their employees’ engagement states, 3) analyzing the impact of implemented LOPs on ED states, and 3) checking their performance appraisal system is bias- free performance appraisal system which should possess the said four justice types. Keywords: Learning Organizations, Learning Organization Practices, Employee Engagement, Employee Development, Performance Appraisal Justice, Employee Performance