حد الزاني البكر و المحصن

Islam is a complete code of life and it provides complete guidance in every field of life. Islamic law provides protection to the human wisdom, race and respect. Spiritual purity, sacred heart and environmental cleanliness, is one of the important persistence of Islamic sharia. Every act which leads us towards ignorance, contradiction, ambiguity and vulgarity is prohibiting in human societies. Zina has destroyed the spiritual values of individuals, families, societies and even nations. This ruthless deed is not only prohibited and sentenced in Islam, but also rather detested by other heavenly religions as well. Without discrimination of any religion, many scholars considered this hated act as the source of unrest and anarchy. Physically, ethically, medically, socially and even religiously zina has infinite hindrances in the society. Islam has provided various teachings and precautions to shun from this major sin for the protection of greatness and superiority of humanity. One of the important teachings is punishment for committing this sin, which is known as “Hadd” in Islamic sharia. In the current book, the punishments of married and unmarried (Fornicator) zani have been described in the light of Sunnah and Quran. The important purpose of Qisas and Hadd is the correction of societies, protection of life, respect and wealth, not the humiliation of people. To punish the criminals is the source of rectification for others.

Impacts of Leadership Styles on Personal and Job Outcomes Among Teaching Faculty of Public Sector Universities

This study is conceptualized on Full Range Leadership Theory (Bass & Avolio, 2006) which comprises of three leadership styles that includes transformational, transactional and laissez-faire leadership. It aims to investigate the impact of these leadership styles of heads of departments from a number of universities on personal related outcome (i.e. well-being) and job related outcomes (i.e. job satisfaction, job stress, organizational commitment, turnover intentions and 13 innovative work behavior) of their subordinate teaching staff (including lecturers, assistant professors, associate professors, and professors). The study also aimed to investigate the mediating role of job outcomes between leadership styles and well-being and the moderating role of job stress between laissez-faire leadership and organizational outcomes. Multifactor Leadership Questionnaire (Bass & Avolio, 1990), Job satisfaction Scale (Guimaraes & Igbaria, 1992), Organizational Commitment Scale (Mowday, Porter, & Stear, 1982), Turnover Intention Scale (Seashore, Lawler, Mirvis, & Cammann, 1982), Innovative Work Behavior Scale (Jenesson (2000), job stress (Parker & De Cottis, 1983) and Warwick-Edinburg Mental WellBeing Scale (Tennant et al., 2007) were used in data collection. Sample comprised of 756 teachers (including 156 Head of Departments and 600 subordinates) based on purposive sampling technique. The present study was comprised of two phases. Phase-I was basically a pilot study carried out to establish psychometric properties of scales and questionnaires intended to be used in the main study. Phase-II was basically the main study. Initially, the normality of data was ensured, and then reliability and validity were established. All the scales have alpha coefficients ranging from .70 to .90, zero-order correlation was developed in the desired directions for addressing the construct validity issues. The normal distribution of data was confirmed with the values of kurtosis and skewness. Most of the findings of the phase-II were in the line of hypothesized assumptions. Results of Multiple Regression analysis demonstrated that transformational leadership style positively predicted well-being, job satisfaction and innovative work behavior. Laissez-faire and transactional leadership styles were predicted job stress. Laissez-faire leadership style negatively predicted organizational commitment. Transformational leadership style negatively predicted whereas transactional and laissez-faire leadership styles positively predicted turnover intentions of university teachers. Hierarchical regression analysis confirmed the mediating effect of work-related attitudes (job satisfaction, job commitment, turnover intentions and innovative work behavior) between leadership styles (transformat ional 14 and transactional) and well-being of teachers. However, work-related attitudes partially mediated. Analysis of Hierarchical Regression also confirmed that job stress significantly moderated the relationship between perceived laissez-faire leadership style and two outcomes including turnover intention and organizational commitment. Discussion of the key research findings and some directions for the future research were also provided. Important implementations of the present study in the field of organizational psychology were also discussed.