پنجواں شکار
شکندر بارہویں جماعت دا طالب علم سی اک دیہاڑے جدوں اوہ کالج اپڑیا تے اوہنے ویکھیا پئی کالج دے نیڑے خالی میدان وچ خانہ بدوشاں دیاں پکھیاں لگیاں ہوئیاں نیں کالج لگن وچ اجے کجھ چررہندا سی پئی اوہ بے وس ہوکے پکھیاں ول ٹرپیا جدوں اوہ اک پکھی دے کول اپڑیا تے بت بن کے کھلوتا رہ گیا ایس پکھی وچ اک کڑی چھج بناون وچ لگی ہوئی سی اوہنے سدھے سادھے کپڑے پائے ہوئے سن اوہدیاں گلہاں نوں اک لٹ لگدی پئی سی۔ موٹیاں موٹیاں اکھاں، گول گپا جہیا چہرہ۔ اچن چیت اکو واری ایس کڑی نے شکند رول ویکھیا دونواں دیاں اکھاں چار ہوئیاں تے فیر اوس کڑی نے سر تھلے کرلیا خدا جانے کدوں تیکر شکند راوہدے دل ویکھدا رہیا جدوں کالج دا ویلا ہوگیا تے اوہ مجبور ہوکے کالج ول ٹرپیا پر اوہ چنگی طراں کالج وچہ پڑھ نہ سکیا ہر ویلے اوس کڑی دے خیالاں وچ ڈبیا رہیا۔
جدوں کالج توں ویہلا ہوئیا بے وس اوہدے قدم اوس پکھی ول اٹھ پئے جیہدے وچ اوہ مٹیار بیٹھی ہوئی سی۔ جدوں شکندر اوتھے اپڑیا تے اوہ وی پہلے توں اوہدی اڈیک وچ سی تے کہن لگی ’’تسیں آگے اوباؤ جی، میں تہاڈی ای اڈیک وچ بیٹھی سی‘‘ ایہہ گل سن کے شکندر حیران ہو گیا اوس کڑی نے دوجی وار فیر آکھیا۔
Allah Himself has taken the responsibility to protect the Holy Quran and the Hadith of the Holy Prophet. He Himself has provided the sources of their protection. One of the means of the protection that was the creation of such a group of the Qura who not only served the Holy Quran but also provided worth mentioning services in Ahadith of the Holy Prophet. But their services are hidden from us. By Qura the researcher means those Qura whose recitation styles and narrations are studied and taught in the different quarters of the world who are known as Qura Saba & Ashra (سبعہ وعشرہ). They are ten imams each with two Ravi’s. They are thirty Qura in total. I have selected only last three Imam & their two narrators in this Article. These Qurra are known as Qurra Thlathah (قراء ثلاثہ). The services of these imams have been highlighted in the light of the following eleven Ahadith books. Sihah: Sahih Bukhari, Sahih Muslim, Sahih Ibn-e-Habban, Sahih Ibn-e-Khuzeema. Sunan: Sunan Abu Dawud, Sunan al-Tirmidhi, Sunan al-Nasai, Sunan Ibn Majah, and Sunan al-Kubra. Masaneed: Musnad Ahmad ibn Hanbal, Musnad Abu Ya`la al-Mawsili. How many people have reported them and what is the standard of the weakness and soundness of those narrators have also been discussed in this article. Besides these books of Ahadith, these Ahadith have been searched in other books of Ahadith also. The status of these Qura has been explained in the light of the commentary of Muhadithin. Whether Ahadith critics have declared them thiqa or weak or have declared them as average sadooq. The most important thing is that there is no one weak reporter in these imam qura. Two out of three imam qura are ranked as thiqa and one sadooq. And among the narrators of these qura one is thiqa, one sadooq, and nobody are weak reporters. There is silence about the remaining four reporters of these qura. The reason is that there is no hadith reported from them. Because of all this their religious and scholarly authenticity could be determined. The narrations of these thalathah (ثلاثہ) Qura are confined to reporting the Holy Quran but they have also reported about every part of fiqh and they have been utilized and refered to
This study aims to find out antecedents and consequences of Employees Engagement. The notion engagement has not been empirically tested at academic level. Therefore, the concept requires theoretical elaboration and empirical testing in different work settings. Despite many years of academic enquiry to determine factors influencing Employees Engagement, yet the gap exists in academic literature. However, fewer evidences have been found in theory and practice to test the intensity and mechanism of Employees Engagement. The concept is still new and needs a practical approach to analyse psychological disposition of individuals influencing Employees Engagement. The study is grounded in Post-positivism paradigm with quantitative approach, a cross-sectional and survey strategy has been used to collect primary data. The population of the study is both public and private sector universities and higher education institutes recognized by Higher Education Commission (HEC) of Pakistan. The estimated population is 33,000 approximately and, a sample of 1420 is taken on the basis of 5% margin of error to infer the population response. The study data has been collected through a multidimensional questionnaire taken from various studies and modified by using Exploratory Factor Analysis (EFA) to fit to the study context. The survey tool consists 154 items under nine constructs of the study model. The study results revealed that employees are personally engaged and have psychological connectivity to work. The study findings also revealed that out of five independent variables Job Characteristics, Job Involvement, and Motivation, are contributing factors to Employees Engagement. However, other two factors Organizational Justice, and Organizational Support remained insignificant to Employees Engagement. Furthermore, Employees Engagement has significant influence upon Discretionary Efforts and has mediating power for all loaded predictors. However, Leadership as mediator remained insignificant between all exogenous and endogenous latent variables. This study advances the existing literature in several ways: (1) Employees Engagement concept is a personal engagement concept; (2) study model provides a framework to analyse and understand association, strength and direction of the factors; (3) the study contributed empirical utility of Employees’ Engagement concept in higher educational institutions ;(4) the study clearly demonstrates the Motivational cloud (factors) to create psychological connectivity of individuals and work; (5) the model differs from previous models as it provides dimensions of engagement grounded by Motivational factors, that proves theoretical linkage of the concept to its roots (6) Importantly, the study has attended to the gaps in the literature to find out the antecedents of Employees’ Engagement in relation to its conceptual roots (7) this study proves that Discretionary Efforts are not only the outcome but also mediator between engagement and performance(8) This study has provided methodological contribution related to using PLS path modelling to assess the psychometric properties of each latent variable by convergent and discriminant validity. This research has practical significance: it contributes to strategic HR policies of higher educational universities specifically to increase Employees Engagement, Discretionary Efforts and Employees’ Performance. The model is applicable to both public universities as no variance has been found in relation to determinants of Employees Engagement.