نبی کریم ﷺ کا مہنج اصلاحی مکی دور کے تناظر میں

Before the prophecy of Prophet (S. A. W) the overall state of Arabs was so spoilt that even it was impossible for pedagogue and rectifier to show them the right path because it was not merely the matter of rectification of faith or preaching of right path neither to make them get rid of false beliefs nor to ameliorate the society. For the fulfilment of such type of rectification the preachers and guides are always there in the society and the reparation continues or carries on. The real muddle was to eliminate the arrogance and detrimental idolism which was so incessant generation to generation in the long run that the preaching and teaching of Prophet and the endeavor of guides were ineffective for them. It was the need of time to establish such type of shelter in which people of world could refuge in it. The remedy of this issue to bring into existence such type of human who was entirely different from the primitive human being. So Holy prophet (S. A. W) came as reformist. There are many golden aspects of prophet’s (S. A. W) reformation in a society, Makk฀ life is also one of them. It is not only changed and revolutionized the whole of the human history but also changed political, social and moral scenario of world. Methodology which our Holy prophet adopted it was the first Methodology that respected and valued human wisdom along with being on right path. In this article the same view point has been discussed. The following are the main points: 1. Preacher’s conformity in words and deeds. 2. Clear mandate to set the target. 3. Perseverance to achieve the set goal. 4. The best policy for the betterment of society. 5. The key points for the leadership.

Employee Silence Mediating Role in Organizational Factors and Organizational Commitment: Empirical Evidence from Banking Sector in Khyber Pukhtunkhaw

Organizational factors such as lack of leader openness to voice, lack of open communication opportunity and defensive norms of organizational culture, may lead to the employees’ cognitive decision to intentionally engage in silence behavior. This ultimately results in low levels of organizational commitment. Yet, less consideration has been given to empirically explore these mechanisms while providing theoretical underpinnings. Hence, this study applied the theoretical lens of expectancy theory to understand how these organizational factors influence employee’s conscious decision to intentionally engage in silence behavior, which in turn impacts organizational commitment, in the new empirical context of banking sector of Khyber Pakhtunkhwa, Pakistan. Moreover, this study used mixed method, sequential explanatory design in which first quantitative part of the study aimed at investigating the mediating role of employee silence between organizational factors and organizational commitment, whereas second qualitative part aimed at explaining the reasons behind the significant and insignificant findings of the study and to re-conceptualize expectancy theory based employee silence model. During the first quantitative phase, probability sampling (two step stratified random sampling) was used to get sample of 1243 bankers in 258 branches of 8 commercial banks from 12 districts of Khyber Pakhtunkhwa Pakistan. The Questionnaire was used for data collection and reliability / validity of the instruments were established through Cronbach alpha and confirmatory factor analysis respectively. The regression analysis, Sobel’s test and structural equation modeling were used for mediation analyses. Furthermore, in the qualitative phase, semi structured interview was conducted while incorporating thematic coding and causal networking techniques. The results revealed that all the hypotheses regarding the direct relation between organizational factors, employee silence and organizational commitment were accepted, except one hypothesis. Moreover, the hypothesized mediated models regarding the intervening role of employee silence between organizational factors and organizational commitment were partially supported, thus extending theory to new empirical context. Additionally, the second qualitative phase provides immense theoretical contribution, by providing explanation for significant and insignificant findings of the study, and presents expectancy theory based employee silence models for the banking sector of Khyber Pakhtunkhwa, Pakistan. Thus, through triangulation of data, the findings of this study add to the existing body of knowledge and provides valuable insights for bank management, policy makers and HR managers in identifying the areas that needs their attention. Thus, all these factors make this research work significant and, also timely. The limitations, future research avenues, and implications are also discussed.