عصر حاضر کی تناظر میں عرف اور عادت کی شرعی حیثیت: ایک تجزیاتی مطالعہ

The unique feature of Islam is its comprehensive code of life. This proves its indispensability and worth as the universal order which accommodates complex issues of human life without compromising on its fundamentals. Hence, it is a matchless way of life on this planet. Keeping in view the modern specification of the current age in respect of those countries which tend to modify their legislations and their political, economic and social institutions as per Islamic framework. In this regard, a part from the fundamental and core Islamic sources of jurisprudence like the holy Quran, traditions of the holy Prophet (Hadith), consensus of Muslim scholars (Ijma) and Analogy (Qias), there are other sources like ‘Decorum’ (Istihsan) and ‘Arbitrariness’ (Masalih e Mursalah) to play their effective and significant jurisprudential role to address the numerous social issues by honoring the customs and norms already prevailing in any particular society. The article under discussion speaks of the distinct characteristic of Islam that it is a religion of nature and takes care of natural necessities of human life. Already prevailing customs and norms in human society are not subject to disregard or straight rejection. Islam puts a considerable endeavor not to confront the wisdom of the society by sweeping its norms and customs unnecessarily. Conditions imposed by Islam to formulate any society are specious enough which accommodate many of the customs and encompass overwhelming norms in it. But being the sincere guardian of the humanity, on the other hand, it does not miss its significant reformative role to play with reference to those customs and norms which appear contrary to its fundamentals

The Effect of Moderated Mediation of Affective Commitment and Tenure on Proactive Work Behaviour: Role of Individual and Situational Antecedents

This research examines the impact of psychological contract breach (PCB) and organizational climate (OC) on the affective commitment and the effect of commitment on the proactive work behaviour of employees in four different sectors of Karachi, Pakistan. The study looks into affective commitment as performing the role of a mediator in linking PCB and climate with proactive work behaviours. The research also observes the moderation of tenure between the two links. The model is evaluated through Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) through AMOS. In Pakistan, no such research has been taken up to observe the links between situational and psychological antecedents with proactive behaviour of employees. The present research makes an effort to fill this gap. Results of the research indicate that psychological contract breach (PCB) is inversely related to affective commitment while positive influence exists between organizational climate and affective commitment. Also affective commitment has a direct positive influence on proactive work behaviours. Psychological contract breach has full mediation while organizational climate has partial mediation effects on proactive work behaviour through affective commitment. Besides these variables, tenure also turned out to be a strong moderator of these links and thus moderated mediation tend to occur in the data set, the model is a good fit and it is significant. The findings support affective commitment as the mediator in the relationships between psychological contract breach, organizational climate with proactive work behaviour. The results provide guidelines and significant implications to help top managers and HR department to better understand and critically look into the current organizational climate and psychological contract created between the immediate manager and subordinate for increasing affective commitment and subsequently increasing proactive work behaviours. Furthermore, this study helps inEffect of Moderated Mediation on Proactive Work Behaviours 7 enriching the current body of knowledge on proactive behaviours in developing countries. Future studies should examine other antecedents like organizational citizenship behaviour and perceived organizational support to have a holistic approach. Replication of this study in other settings is also suggested.