تفسیر جلالین میں اسرائیلی روایات کا تجزیاتی مطالعہ

Holy Quran is the most sacred scripture bestowed by Allah Almighty upon his bellowed prophet Muhammad (PBUH). Unlike other scriptures, Allah Almighty himself took the responsibility of safety and safe custody of the Holy Quran. That is why, despite passage of more than 1400 years, the Holy Quran remained intact, wordwise as well as meaningwise and will remain intact till the end of the world. Such a unique status of the Holy Quran could not be tolerated by the enemies of Islam and Prophet of Islam. Therefore, they decided to present Holy Quran as a defective document before its readers. For this purpose, they chose to highlight and exploit the short and abbreviated incidents, described by the Holy Quran, under the term of “Muthashalihat”, by adding and narrating false, nonsense and most astonishing stories, just to divert attention of the readers from the basic learning of Holy Quran, towards un-realistic and bogus stories. Accordingly majority of the readers have shown great interest in these stories, which fall under the title of Israiliat Unfortunately, the said stories are included in dozens of Translations Tafaseer of the Holy Quran. In order to acquaint readers of the actual status of Israiliat, the undersigned has started working on the subject. Since Tafseer-e-Jalalain is included in the Syllabus of Maddaris and being taught for the last many years, therefore, I have chosen the same in the first instance, and pray Allah Almighty to help me out in completing my assignment.

The Relationship of Attitudinal and Behavioural Outcomes With Employee Development in the Context of Performance Appraisal in Public Universities of Khyber Pakhtunkhwa

This study examines the impact of performance appraisal on employees'' development perceptions and the effects of those perceptions on employees'' work-related attitudes and behavior in the public universities of Khyber Pakhtunkhwa. The study looks into the mediating role of development in linking performance appraisal and organizational commitment, job satisfaction, employees‘ trust, and turnover intentions. The model is evaluated through Confirmatory Factor Analysis using Structural Equation Modeling (SEM). In Pakistan, efforts to link this HR activity with employee attitudinal and behavioural outcomes are equal to naught. The present study is an effort to addresses this gap. Results of the research indicate that employee development perceptions have a direct positive influence on organizational commitment, job satisfaction and employees‘ trust and negatively affect turnover intentions. Besides, these variables have interdependence as well. The findings support the mediating role of development perceptions in the relationships among performance appraisal and these attitudinal and behavioural outcomes. The results provide guidelines and significant implications to help policy makers to better understand and critically look into the current performance appraisal process critically for positive improvements in this crucial HR intervention to promote positive employee attitude and behaviour while considering their career development. Furthermore, the study helps in enriching the current body of knowledge on performance appraisal in developing countries. Future studies should examine other antecedents like fairness perception, organizational citizenship behaviour and perceived organizational support to have a holistic approach to the intervention. Replication of the study in other settings is also recommended.