بر صغیر میں علم حدیث کی نشر و اشاعت اور محدثین کرام کی خدمات کا علمی جائزہ Analytical study of the propagation of Ḥadīth-learning and the services of Muḥaddithīn in the Subcontinent

Ḥadīth learning has a very high status in Islamic education after the Exegesis of the Holy Qurān (Tafsīr). Oddly enough, Non-Arab (‘Ajam) has a more important and key role than Arabs in the service of this knowledge. In this regard, the subcontinent is also being remained in the forefront. It started when Muhammad bin Qasim strengthened the Arab government in Sindh. Sheikh Abdul Haq Muhaddith Dehalvi is one of the prominent names in the teaching and writing of ḥadīth which travels gradually and reaches the family of Shah Waliullah, which is undoubtedly the pinnacle of ḥadīth knowledge in the subcontinent. The types of hadith that have been worked on, in connection with the service of ḥadīth, include the text of ḥadīth, commentaries, as well as summaries of ḥadīth and others. The entire Islamic world has benefited from all these teaching and writing services. The subcontinent, especially Pakistan, is gaining a central position in the Islamic world, which is the result of the propagation of Islam and understanding of the Qurān and Ḥadīth. In this regard, it is imperative to re-evaluate the services of the historians of this land. The said article will not only provide an introductory review of the Muḥaddith in the subcontinent and their authorship as well as a compilation but will also highlight the broadcasting and writing services of the hadith learning.

The Role of Organizational Justice and Culture in Relationships Between Leadership Styles and Employees’ Performance

The present study aimed to examine the impact of leadership styles (transformational & transactional) of the head of departments on employees (teachers) performance working in the academic department of higher educational institutions in Khyber Pakhtunkhwa, Pakistan. In similar vein, current study also examined mediating role of organizational justice and culture in relationship between leadership styles and teachers’ performance. For this purpose, data was collected from the both teachers and head of departments in the selected HEIs. The same data was then analyzed by using different statistical tools like correlation, regression, mediation and test of significance. In this regard, correlation analysis shows that all research variables are significantly correlated (table 4.14), wherein, correlation between transformational style and employees performance is (R=.915 & P-value=.000), transactional style (R=.816 & P-value=.000), organizational justice (R=.815 & P-value =.000) and organizational culture (R=.849 & P-value =.000). Similarly, cause-n-effect relationship shows that there is significant impact of predictors on criterion variable (table 4.15), wherein, the results showed that the transformational leadership is stronger predictor of employees’ performance (p- .000) as compared to transactional leadership (.020). Likewise, the mediation results (four models, table 4.40) shows that mediating variables (organizational justice & culture) partially mediate the relationship between the predictors and the criterion (tables 4.16 to 4.30a). In same line, test of significance shows diverse results about mean differences among demographic groups of respondents (tables 4.32 to 4.39). The results show that out of fourteen (14) hypotheses, eleven (11) were accepted and three (3) were rejected. However, findings of current study were positioned in Chapter 5, where these findings (current study) were compared with existing research (previous research) findings. In light of this positioning, conclusion were drawn based on certain recommendations and implications. Keywords: The Leadership Styles, Organizational Justice, Organizational Culture, Employees Performance & Higher Education Institutions