65. At-Talaq/Annulment of the marriage
I/We begin by the Blessed Name of Allah
The Immensely Merciful to all, The Infinitely Compassionate to everyone.
65:01
a. O The Prophet!
b. Tell the Faithful that when any one of you would intend to divorce your women/wives, divorce them at a time when their prescribed waiting periods can properly start.
c. And count their waiting periods of three monthly cycles accurately,
d. and be mindful of Allah, your Rabb - The Lord.
e. Do not make them leave their houses where they have lived with their husbands, nor should they leave by themselves at their own discretion,
f. unless they are guilty of a flagrant obscenity.
g. And these are the limits set by Allah.
h. And whoever would violate and overstep the limits set by Allah will have surely wronged himself.
i. You never know that Allah may bring about a positive change of circumstances afterwards.
65:02
a. And once they have completed their waiting period,
b. then either keep them honorably, or part with them honorably.
c. And in either case, call to witness two persons of just character among you to the pronouncement of divorce or to its revocation.
d. And O Witnesses!
e. Give truthful witnessing with due consciousness as if before Allah.
f. This is to warn anyone who believes in Allah and the Last Hour.
g. And HE will make a way out of every difficulty and embarrassment for whoever would fear
disobedience of Allah.
65:03
a. And Allah will provide him sustenance of his need from such an unexpected source that he cannot even imagine.
b. And whoever would trust Allah, then HE will be sufficient for him for all his...
Many people of literature deny the existenic of dramatic art in the classical poetry of Arabs. They provide proofs for their allegation. But the reality is contrary that for many reasons. In this we have provided the proof which will explore the fact that before the dawn of 20th century the Arabic poetry exists the dramatic art of literature
Performance appraisal is a management tool to assess employees’ performance. Various processes that organizations use to conduct performance appraisal are known as performance appraisal processes (PAP). As the key objective of performance appraisal is to measure employees’ task performance, most of the research on PAP concerns the effects of PAP on employees’ task performance. Research suggests that PAP is a socio-emotional process and may affect employees’ intentions and behaviors beyond their task performance. However, how PAP affects employees’ intentions and behaviors has received scarce research attention and hence need to be further investigated. Limited research that has studied the relationship between PAP and employees’ intentions and behaviors has largely ignored the processes and mechanisms that drive this relationship and the boundary conditions within which this relationship works. To address the highlighted issues, this study examined the direct effects of PAP on employees’ intentions and behaviors (i.e., Organizational Citizenship Behavior (OCB), Voice Behavior (VB), and Turnover Intentions (TOI)). Using social exchange theory as the theoretical framework, the study identified three mediators (i.e., psychological empowerment, organizational commitment, and job involvement) and four moderators (i.e., Leader Member Exchange (LMX), Perceived Organizational Support (POS), trust, and Perceived Fairness (PF)) of the relationship between PAP and employees’ intentions & behaviors. The study also developed hypotheses regarding how these mediators and moderators will affect this relationship. Using a quantitative approach based on cross sectional design employing multiple sources, the study empirically tested the direct, mediating and moderating hypotheses using the hierarchal regression and bootstrapping methods. Results based on triadic data from 250 employees, their immediate supervisors and representatives from their HR functions largely supported the hypotheses. The findings of this study suggested that PAP has significant positive effects on OCB, VB and significant negative effect on TOI. Moreover, both psychological empowerment and organizational commitment fully mediated by the relationships of PAP – OCB and PAP – VB and partially mediated by the relationship of PAP – TOI. Further, the relationships between PAP – OCB, PAP – VB, and PAP – TOI were moderated by LMX, Trust, and PF, however, POS only moderated the relationship between PAP and TOI. The study made significant contributions in organizational and behavioral science research. The study provided managerial insights about how to use PAP to positively affect employees’ intentions and behaviors (i.e. OCB, VB, & TOI). The study identified three intermediary mechanisms of the relationship between PAP and employee intentions & behaviors to show how this relationship works. Additionally, the study highlighted the important and critical role of four moderators to explain the varying effect of PAP on employee intentions and behaviors, hence showing when this relationship works and when it doesn’t work. Theoretical contributions, practical implications, study limitations and future research avenues were also discussed.