ممدوح ِ ربّ! میں کیا کہوں بابِ صفات میں
قرآن بولتا ہے تری بات بات میں
پھر دے پناہِ شانہ و دستِ علیؓ ہمیں
قوت نمو پذیر ہے لات و منات میں
منزل شناس راہ کا ادراک بخش دے
کب سے بھٹک رہا ہوں میں صحرائے ذات میں
ہمت دلوں کو ، ہاتھ کو شمشیرِ نور دے
بیٹھی ہوئی ہے رات اُجالے کی گھات میں
مجھ پر بھی ایک اور عنایت کی ہو نظر
رحمت تری ہے عام بہت کائنات میں
The novel Corona Virus (nCoV-2019), clouded the entire world during the year 2020; with its emergence in December 2019 from Wuhan, China. The nCoV-19 is a novel variant of the Coronavirus family, with its predecessors been implicated for the pandemics of Middle East Respiratory Syndrome (MERS-CoV) and Severe Acute Respiratory Syndrome (SARS-CoV); that caused flu-like condition and respiratory distress symptoms [1-6]. The viral strain also intrudes on extra-pulmonary relevance; being involved with deranging immunity as evidenced by lymphopenia and a prolonged prothrombin time; it impacts cardiomyocytes and pancreatic tissue directly [7-11]. These implications of nCoV-19 does suggest a long-term relevance of the disease profile. The emergenceof nCoV-2019 was quick to gain a pandemic status worldwide. An immense shift in the influx of the type of patients was observed, that imparted a false impression of a reduction in cardiovascular and metabolic patient presentation; formerly that had been the majority engaging the worlds’ healthcare facility. But as the world prepares itself for a possible second wave of the n-CoV-19, a prudent approach would be to remind us of the history lessons from the previous corona-led pandemic, such as MERS and SARS. This editorial will emphasize on channeling our focus to nCoV-19 implications on cardiovascular and metabolic disorders. The pandemics of SARS-CoV during 2002-2003 and MERS-CoV in 2012 highlight the long term relevance of coronavirus to cardiac and metabolic disease pathologies, both during and in the aftermath of these pandemics [3]. The SARS-CoV had demonstrated an increase of cardiovascular problems by 44%, hyperlipidemia by 68% and diabetes mellitus by 60%, in people who had recovered from the viral attack [12, 13]. Likewise, MERS-CoV had also embarked an increase of cardiac disorders by 30% and hypertension by 50% and diabetes mellitus by 50% [3, 8, 9]. Published research on nCoV-19 has hinted for a similar rising trend of cardiovascular and metabolic complexities. An increase in cardiac troponin level is observed with increased cases of myocarditis and heart failure [14]. A 20% increase in the incidence of diabetes and a 40 % rise in cardiovascular and cerebrovascular diseases is observed with nCoV-19 [8, 9]. Little do we comprehend that the involvement of angiotensin converting enzyme 2 (ACE2) receptors could play havoc on endothelium, kidney, intestine, liver and any other organ [15]. The nCoV-19 has thrown a curveball to the realm of the worldwide health and financial setting. Even with the current economic predicament it does seems prudent to be prepared in advance for the long term consequences of this pandemic. The bigger question would be to, not just direct our efforts at countering the possible second wave of nCoV-19 but also for the possible chaos of cardiovascular and metabolic disease outfall, impacting the world health system.
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.