شیر مردوں سے ہوا بیشۂ تحقیق تہی
(ڈاکٹر شمس بدایونی)
۲۶؍ فروری بروز اتوارصبح کے سات بجے تھے، میں سفر کے لیے تیار ہوکر پور ٹیکو کے قریب پہنچ چکاتھا، معاًفون کی گھنٹی بجی، میں واپس ہوا، ریسیور اٹھایا اُدھر سے آواز آئی ’’میں حنیف نقوی۔ رشید حسن خاں صاحب کا رات انتقال ہوگیا آپ ان کی تدفین میں شریک ہوسکتے ہیں‘‘۔ میں کسی اہم وجہ سے اپنے سفر کو ملتوی نہیں کرسکا اور تدفین میں شریک ہونے سے معذور رہا، مگراس دن ایک اضمحلال کی کیفیت طاری رہی، ان سے ملاقاتیں اور فون پر کی گئی باتیں یاد آتی رہیں، ان کی اعتماد ویقین سے بھرپور آواز، کاٹ دار جملے، بے تکلف لہجہ، کچھ خاص تکیہ کلام، ہاں بھائی، ارے بھئی، دیکھئے، یہ جو ہیں نا، ہاں بس ان کے لہجے اور بیان کا طنطنہ سماعت پر بار بار دستک دیتا رہا، میں کبھی محظوظ ہوتا رہا اور کبھی ملول، اب یہ آواز سننے کو کہا ملے گی؟ کون اس طرح دو ٹوک انداز میں پکارے گا؟۔
۱۔ ’’ہیلو۔ ارے بھئی! آپ کہاں ہیں؟ ایک ماہ ہوگیا آپ کا کوئی فون نہیں آیا دیکھئے شمس صاحب! کم از کم مہینے میں ایک بار ضرور فون کیجیے۔ یا پھر تعلق منقطع کرلیجیے‘‘۔
۲۔ ’’ہیلوجی میں شمس بول رہا ہوں۔ ہاں بھئی شمس صاحب کیسے ہیں آپ؟ آپ کے بچے کیسے ہیں؟ کیسی ہے ہماری بہو؟ اور ہمارے لطیف صاحب ٹھیک ہیں! کاروبار کیسا چل رہاہے آپ کا؟ کیا لکھ رہے ہیں آج کل آپ؟۔
دیکھئے شمس صاحب میں برابر سن رہا اور پڑھ رہاہوں کہ آپ لگاتار سمیناروں میں شرکت کررہے ہیں، یہ ٹھیک نہیں ہے، آپ کو جم کر سنجیدگی کے ساتھ کسی موضوع پر تین چار سال کام کرنا چاہیے، بس اگر آپ یہ نہیں کریں گے تو خود کو ضائع کردیں گے، ارے بھائی،...
His research paper is meant to explain the difficulties of translation of rhetorical and implicit meanings of Qur᾽ān into Urdu language as the translation of such meanings of Qur᾽ān is seriously a difficult job for reasons including the tacit relationship of meanings with the words’ structure and because these meanings take effect of social and mental characteristics of a particular group of people speaking a common language and also for the reason that the meanings change their position with the incessantly changing condition of mind and culture. Given the above facts the writer put forth analysis of four Urdu translations of Sūrah Al-Ḍuḥā after having studied their rhetorical aspects and implicit meanings in interpretations of different interpreters. The translations are as under. 1. Translation of Shaykh Abdul Qādir (d. 1233 A. H) named as “Maudihul Qur᾽ān”. 2. Translation of Aḥmad Raḍa Khan Braylvi (d. 1340 A. H) named as “Kanz ul ᾽Īmān fi Tarjama Al-Qur᾽ān” 3. Translation of Ashraf ‘Alī Thānvi (d. 1362 AH) with the name “Bayān Al-Qur᾽ān”. 4. Translation of Abdul Mājid Daryā Abādī (d. 1977 A. D) which is in literary style with attractive language. The writer has highlighted the lapses and shortcomings of these translations in rhetorical perspectives of Qur᾽ān and its implicit meanings and has also underlined the difficulties faced by these translators in a descriptive table. Findings and suggestions are given at the end.
Theoretical orientation of psychosocial context of work place based on Moos’ model of work environment (1986, 1994) explaining the interplay of work environment and its outcomes was investigated in the context of academic settings in Pakistan. In explaining the relative effect of work environment in predicting burnout and organization commitment within academic settings, present study also addressed the question of moderating role of personal variables which so far was remained open in this process. Universities teachers (N = 420) employed in public and private sector Universities located in Rawalpindi, Islamabad, and Lahore cities were approached using opportunity sampling. The work environment was assessed (Work Environment Scale: Moos, 1994) on basis of ten indicators namely: involvement; co-worker cohesion; supervisor support; autonomy; task orientation; work pressure; clarity; managerial control; innovation and physical comfort. Teachers’ burnout was assessed using three-facet approach defining burnout as emotional exhaustion, depersonalization and reduced sense of personal accomplishment (Maslach Burnout Inventory–Educators Survey: Maslach, Jackson, & Leiter, 1996). A three facet measure of organizational commitment namely affective, continuance, and normative commitment (Organizational Commitment Questionnaire: Meyer & Allen, 1990) was used. Personality dimensions oriented to Big-Five theory of personality were assessed using Mini- Markers Set (Saucier, 1994). The study was carried out in different phases. Phase I of the study aimed to conduct pilot study (n = 102) for evaluating preliminary psychometric issues and trend in data regarding the results of hypothesized relations of study variables. The phase II as main study (N = 426) was further subject to two parts. The part I focusing to test the factor structure of study measures using Confirmatory Factor Analysis demonstrated support for existing theoretical structure of study measures. Results of fit indices, factor loadings, consideration of reliability indices, and understanding of items in perspective of our culture were used as decision criteria to retain or exclude items of respective factors. The exclusion of items was discussed in perspective of use of these measures in our culture. Findings of multiple regression analyses highlighted that involvement as a negative predictor and work pressure as a positive predictor are explaining variance in emotional exhaustion. Additionally, managerial control and task orientation were negative predictors explaining the elaborative structure of emotional exhaustion. For depersonalization, involvement is a negative predictor. Co-worker cohesion and work pressure as positive predictors and physical comfort as a negative predictor are explaining variance in personal accomplishment. Additionally, task orientation explained variance in self related personal accomplishment. In predicting affective commitment, autonomy is a positive predictor. Co-worker cohesion and supervisor support as negative predictors and clarity as positive predictor explains variance in continuance commitment. Results of multiple moderated regression analyses provided evidences of moderation effects of certain personality dimensions, age, and public and private sector for relationship of work environment with burnout and organizational commitment. Findings of the study were discussed in light of deducing implications for improving the quality of work life of teachers.