Karen Armstrong’s Works on the Life and Mission of the Last Prophet (S. A. W.): A Critique of Her Distortion of Historical Truths

Karen Armstrong is a well-known prolific writer on Christianity, Islam, and Prophet Muhammad. She appears in her writings very much objective. In her books on the Las Prophet (s. a. w.) “Muhammad: A Biography of The Prophet and “Muhammad: A Prophet for Our Times” she generally appears to be attempting, unlike many Orientalists, to creat soft image of the Last Prophet (s. a. w.) . Methodologically he works may be considered highly appreciable but from historical angle she seems to have distorted certain evidenc related to the Last Prophet (s. a. w.) . The basic reason for such lapse in her books is that she did not consult the original and basic authentic sources of Islamic history. This articl analyses where she faltered in her presentation of historica truths concerning the Last Prophet (s. a. w.) .

High Involvement Human Resource Practices As Antecedents of Innovative Work Behavior in Software Companies of Pakistan: An Ability-Motivation-Opportunity Framework Perspective

This study analyzed the impact of high involvement Human Resource practices on IWB of employees working in software companies of Pakistan in the context of the AMO Framework. Ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices were taken as independent variables. Drawing on the social cognitive and exchange theories the mediating role of psychological empowerment (PsyEmp) and the moderating role of the supportive work environment were also examined. Data was collected randomly from 538 employees and their supervisors working in software development and R&D departments of software companies in Pakistan. Structural Equation Modeling was employed to estimate the research model by using SmartPLS Version 3.0. The results showed that PsyEmp mediates the impact of only two group of HR practices, i.e., ability and opportunity enhancing HR practices and IWB. Individually, coworker support is a significant while management support is an insignificant direct predictor of IWB. The results contributes to the AMO theory of HRM and Social Cognitive theory by examining the indirect conditional effect of three groups of HR management practices on the IWB at different levels of coworker support and management support, which were neglected by previous researches. Future studies may consider cross industry longitudinal design after inclusion of personality related variables to see their moderating effect on the relationships. Managers should develop a psychological contract between the organization and employees through the alignment of the HR practices with the strategic goals. They should also consider balance between participatory management and productive competition between coworkers to capitalize on the strength of management and coworker support, respectively.