دنیا اس وقت گلوبل وِلج بن چکی ہے۔ ایک دوسرے سے آزادانہ تجارت ،دفاع،تعلیم ، ٹیکنالوجی ، توانائی اور ماہرین کے تبادلوں کے معاہدے ہو رہے ہیں۔کوئی بھی ملک معاشرتی ، معاشی، تجارتی اور سیاسی طور پر ایک دوسرے کے رابطے اور تعاون کے بغیر نہیں چل سکتا اور یہ وقت کی ضرورت بھی ہے کہ ایک دوسرے کے ساتھ اچھے تعلقات رکھے جائیں ۔ دفاع ، توانائی ، تعلیم ، جدیدٹیکنالوجی ، تجارت، ماہرین اور قرضوں کی وجہ سےمسلمان ممالک عالمی برادری کے ساتھ تعاون پر مجبور ہیں حالانکہ سب سے زیادہ وسائل مسلمانوں کے پاس ہیں لیکن ان وسائل کوصحیح طورپر استعمال نہ کرنے اور آپس میں اتفاق واتحاد نہ ہونے اورصحیح منصوبہ بندی نہ کرنے کی وجہ سے عالمی ادارے اور عالمی برادری مسلمانوں سے اپنی مرضی کے مطابق کام کرواتی ہے، پا لیسیاں تبدیل کرواتی ہے اور ان کی ہدایات پر عمل کرنا ہماری حکومتوں ومقتدرشخصیات کی مجبوری ہے۔ حدود و قصاص سے متعلق قانون سازی اور ان قوانین پر عمل درآمد کے سلسلے میں مسلم دنیا کو بین الاقوامی طور پرعالمی برادری کے رویوں کی وجہ سے کافی مشکلات کا سامنا ہے ۔ یہ مشکلات اور مسائل مندرجہ ذیل ہیں:
This research work emphasizes on the biography, publications and contributions of the Sudanese prominent scholar ‘Aun al-Sharif Qasim who born in the North of Al-Khartoum, the capital of the republic of Sudan in 1933 A.D. He wrote many books in Arabic language and his famous book “A Dictionary of Colloquial Dialect in Sudan” specially deals with the studies on the Sudanese Colloquial Arabic language and its impact on the literary Arabic language. Likewise he wrote in literature and language and enriched his scholastic life with many publications. This research work tries to convey the most important book and to give a short thought on it.
Organizational justice has been preferred for its instrumental, relational and deontic approaches. It is a lens through which employees gather important information about the allocation of resources, interpersonal treatment, organizational procedures and eventually frame cognitive as well as emotional reactions. However, the existing literature is more focused on the distal attitudinal and behavioral outcomes but less attentive to underlying proximal motivations. On basis of extant literature review and arguments grounded in the Social information Processing theory, Social Identity Theory and Conservation of Resources Theory, this study identifies that Self-Concepts (Individual, Relational and Collective) and Psychological Capital act as explanatory mechanism for the influence of organizational justice on job satisfaction, job performance, turnover intentions, OCBI and OCBO. This research model expands the scope of organizational justice research and views it as a social context between organization and employees that leads him/her to feel satisfied with their jobs, deliver good performance, stay with their organizations and display discretionary behaviors. But the influence of organizational justice on job Performance, job satisfaction, OCBO, OCBI, Turnover Intentions is not direct: in this process the employee takes cue from the fairness conditions and formulates his/her relational self-concept as well as Psychological Capital capabilities. Thus relational self-concept fully mediates between interactional justice and job performance, OCBI while partially mediates between Interactional justice and Job Satisfaction as well as OCBO. Furthermore, Psychological Capital partially mediates between Interactional Justice and Turnover Intentions, OCBO while it fully mediates between Interactional Justice and Job Performance, OCBI. Main objective of this study was to test a theoretical and structural model that hypothesizes mediation of tripartite self-concepts and Psychological Capital in the influence of Organizational justice on job satisfaction, job performance, OCBO, OCBI and Turnover Intentions. In addition, this study also identified direct relations between the study variables; of these the influence of interactional justice on both Psychological Capital and Relational self-concepts are important hypotheses, because there is almost no literature available in this context. A survey based methodology was used to test the model; standardized scales were used as measures for the twelve study variables. A pilot study was conducted to test the scale properties. viii A sample of 518 employees was drawn from the education, Telecommunication sector, oil and gas sectors. The model was tested by following the steps of Structural Equation Modelling. The findings of this study advance available knowledge on the selected job outcomes and provide impetus to research in this domain by identifying relational self-concept and Psychological Capital as intervening variables. The study thus extends the application of both relational self-concept and Psychological Capital as organizational variables capable of translating the effects of interactional justice on these five job outcomes. Key words: Interactional Justice, Psychological Capital, Self-Concepts, Job Satisfaction, OCBO, Organizational Justice.