Which of Abrahim’s Son Was Sacrificed?

The issue of the sacrifice of Abrahim’s son remain an important bone of contention among the followers of Abrahamic religions. The Jews and Christians believe that it is Ishaq while among the Muslims some opine in favour of Ismail while favours Ishaq. To a common man it seems to be not an important issue whether it is Ismail or Ishaq but when its implications are taken into account then it is of great value to Muslims, Jews and Christians that who was sacrificed? Ismail or Ishaq. In the following pages an effort is made to look the issue in the light of some contemporary researches conducted in the Indo-Pak Subcontinent in the first half of the 20th century. Different positions on the issue are evaluated with the Quran and other holy scriptures and in the contemporary western scholarships.

Work Related Outcomes of Perceived Authentic Leadership in the Context of Organization Structures

The study undertaken was designed to determine the direct and indirect effects of perceived authentic leadership on creative work behavior through work related flow and psychological capital of employees working in tall (banks) and flat (software houses) organizations. Measures of Authentic Leadership Questionnaire (Avolio, Gardner, & Walumbwa, 2007), Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007), Work Related Flow Scale (Bakker, 2008), Creativity Scale (Zhou & George, 2001), and Social Desirability Scale-17 (Stober, 2001) were used to assess the constructs of the study. The overall research design comprised of three studies. Study I constituted indigenous exploration of the study constructs which was executed in two separate phases. In phase I, a series of four focus group discussions were conducted to capture the indigenous understanding of the major constructs of the study. Phase II of study I was further comprised of three parts. In part I, appropriate instruments were selected on the basis of the themes emerged in focus group discussions. In part II, instruments were tried on an independent sample (N = 25) of employees (software houses and banks) to identify the realistic concerns of the respondents while attempting the instruments. In part III, measures were evaluated by subject experts (N = 6) and feedback received by them was incorporated through committee approach. Study II consisted of empirical estimation of psychometric indices of all the measures and confirmation of measurement models on an independent sample (N = 277) of employees. Results showed that all the measures were reliable instruments for the related constructs of the study. Confirmatory Factor Analysis 17 yielded factor structures of psychological capital, work related flow, creative work behavior, and social desirability in accordance to the theoretical models. However, model of authentic leadership exhibited variations in few items which resulted in modification in the final model of the said construct. Work related outcomes of perceived authentic leadership in the context of organizational structures were determined in study III through hypotheses and model testing on a convenient purposive sample (N =1180) of employees. Results showed that perceived authentic leadership, psychological capital, and work-related flow positively predicted creative work behavior. Work-related flow and psychological capital has shown parallel mediation between perceived authentic leadership and creative work behavior for employees working in software houses and banks. Findings also revealed that organizational structures significantly moderated the relationship of perceived authentic leadership, psychological capital, and work related flow with creative work behavior. Results showed significant group differences in terms of gender, education, job experience, job period in the current organization, and type of organization across both organizational structures. Additional findings indicated moderating role of gender in predicting creative work behavior from perceived authentic leadership and psychological capital among employees of software houses and banks. Moreover, combined effect of gender and organizational structure was also determined on all the study variables. In the end, path models were generated which distinctively highlighted the similarities as well as differences in the interactions of major constructs which function jointly in the context of tall (banks) and flat (software houses) organizations. Theoretical and practical implications of the present study for employees and future recommendations were also discussed.