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Reasons for the Rural Girls for Not Continuing Their Education After Primary School Level

Thesis Info

Author

Muhammad Kamran Akram

Supervisor

Farzana Bari

Department

Centre of Excellence in Gender Studies, QAU

Program

MSc

Institute

Quaid-i-Azam University

Institute Type

Public

City

Islamabad

Province

Islamabad

Country

Pakistan

Thesis Completing Year

2014

Thesis Completion Status

Completed

Page

40

Subject

Gender Studies

Language

English

Other

Call No: Diss / M . Sc/ GS / 117

Added

2021-02-17 19:49:13

Modified

2023-01-06 19:20:37

ARI ID

1676717289760

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ایف ۔آئی۔آر

ایف آئی آر

تھانہ پرانی انار کلی اور FIRنمبر 211/81ایک ایسی ایف آئی آر جس کے ہزاروں سیاسی کارکنوں کو گرفتار کیا گیا ۔تھانہ پرانی انار کلی لاہور بی بی سی اردو آج بی بی سی کے پروگرام سیربین میں عالیہ نازنے جو رپورٹ پیش کی دلچسپ ہے ۔جس میں تھانہ کے ایس ایچ او بھگت سنگھ کیس کے متعلق بتا یا مگر جو سب سے اہم مقدمہ اس پولیس اسٹیشن کا تھا جس کا ایف آر آئی نمبر 211/81ہے بھول گئے اس کے متعلق ان کو معلوم نہیں تھا اور یہ بھی ہو سکتا ہے کہ مارشل لاء حکام نے وہ ریکارڈ ضائع کر دیا ہو کیونکہ یہ مقدمہ کیمرہ ٹرائل تھا ۔جو کہ اسپیشل ملٹری کورٹ میں چلا بی بی سی کا ریکارڈ چیک کیا جائے تو 7اگست 1948ء کو یہ مقدمہ شروع کیا تھا ۔اس کی تمام خبریں مل جائیں گی ۔مقدمہ کے آغاز سے لے کر پاکستان کی سب سے بڑی بھوک ہڑتال اور فیصلہ تک بی بی سی نے مکمل خبریں دیں ۔اس دن صبح سویرے کوٹ لکھپت جیل میں پہلے عثمان غنی شہید اور ادریس بیگ شہید کو پھانسی دی گئی اور پھر چند گھنٹوں بعد ہم 54سیاسی قیدیوں کو فو جی عدالت میں پیش کیا گیا ۔اس مقدمے میں چون افراد فوجی عدالت میں موجود تھے ۔چھیاسی افراد جن میں میر مرتضی بھٹو شہید ،شاہ نواز بھٹو شہید،مرزا اختر بیگ ،یعقوب چینا ،سہیل سیٹھی ،آغا ندیم ،عمر حیات اور بہت سے سیاسی کارکن تھے۔تھا نہ پرانی انار کلی کی ایف آئی آر 211/81میں ہی پاکستان پیپلز پارٹی کے سینکڑوں نہیں ہزاروں کارکنوں کو گرفتار کر کے لاہور کے شاہی قلعہ اور لال قلعہ (لال قلعہ بھی لاہور ہی میں ہے ) لایا گیا ۔یہ ایف آئی آر تو تھانہ انار کلی میں درج کی گئی مگر...

قانون اسلامی میں تعزیر کے جواز اور اس کے طرق تنفیذ کا تحقیقی جائزہ

This article investigates the notion of ta’z┘r (discretionary punishments in Islamic law) by comparing and contrasting it with the concept of hadd (fixed punishments in Islamic law). Deterrence of crimes is the main objective of any legal system in the world and different punishments are prescribed for this very purpose by all legal systems. Hence, this article explains the meaning and definition of ta’z┘r first, followed by the basis of its permissibility in the Quran and Sunnah, its types and modes of implementation etc. The article also elaborates the extent of ta’z┘r in different cases and crimes. The permissibility of pardoning in ta’z┘r as against hadd is also explained while the article concludes with presenting the main findings of the study.

Workplance Bullying and Employee Level Outcomes: Moderating Effects of Psychological Capital and Work Engagement

The first purpose of this study was to investigate whether workplace bullying and its dimensions of work-related bullying, person-related bullying, physical intimidation bullying, and cyber-bullying positively predicted three employee level outcomes of job insecurity, turnover intentions, and counterproductive work behaviour in targets of bullying. The second purpose of this study was to examine two positive psychology constructs, i.e. psychological capital along with its existing four dimensions of confidence, hope, resilience, optimism and additional four dimensions of wisdom, courage, gratitude, and forgiveness, and work engagement as possible moderators of relationships between workplace bullying and the three employee level outcomes. Employing snowball sampling through appointing a primary referral for each organisation, data were obtained from 162, (telecommunication sector) 102, (health sector) and 98 (higher education sector) employees. Linear regression was employed test direct effects and hierarchical regression was used to test moderation effects. Results revealed that full support was found for hypotheses pertaining to direct effects of workplace bullying on employee outcomes, while partial support was found for most hypotheses that had predicted direct effects of workplace bullying dimensions on employee outcomes. Full support was also found for hypotheses suggesting a moderating role of psychological capital on workplace bullying and employee outcomes relationships, while most hypotheses that had suggested a moderating role of psychological capital dimensions on workplace bullying and employee outcomes relationships found partial support. Most hypotheses that had predicted a moderating role of work engagement on workplace bullying and employee outcomes found partial support. Overall, of the 45 postulated hypotheses, 16 found full support, 24 found partial support, while five found no support. This study mainly found that adverse employee outcomes of job insecurity, turnover intentions, and counterproductive work behaviour are triggered in targets of bullying. Moreover, psychological capital and work engagement were proven as important moderators of workplace bullying and employee outcomes relationships.A notable theoretical implication of this study is broadening of the positive psychology literature: positive psychology variables of psychological capital and work engagement are suggested as significant employee strengths that may be employed as preventive measures to offset bullying effects in targets of bullying within bullying prone environments. Based on study findings, it is suggested that human resource managers, planners, and practitioners may design training and interventions focused on psychological capital and work engagement, and may integrate elements of psychological capital and work engagement in aspects such as job analysis, recruitment and selection, and work design. In addition, strengths, limitations, as well as theoretical, managerial, and organisational implications of the study are offered at the end of the study.